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My Manager - How employees feel about and communicate with their direct manager
The quality of direct line management really impacts engagement, after all the latest stats suggest that 7 out of 10 people leave their manager and not their organisation.
Great managers should be selling the direction and vision of the organisation, helping others see how their role impacts the bigger picture, ultimately influencing the factor My Company. Good Managers recognise the importance of growing and developing their people, which means the My Manager factor also has a significant impact on the factor Personal Growth.
When it comes to My Team, great managers build great teams, but world class managers also focus on connecting teams throughout the organisation. Managers can heavily influence the Wellbeing factor by helping to positively restore a work/life balance, managing employee workload and recognising that employees have a life outside of work
Gold, Silver and Bronze awards are awarded to employees that go the extra mile, employees receive payments from £500-£1500. There are also on the spot awards of up to £150 for immediate recognition.
Gold, Silver and Bronze awards are awarded to employees that go the extra mile, employees receive payments from £500-£1500. There are also on the spot awards of up to £150 for immediate recognition.
There are a number of initiatives in place to support and develop people managers including a leadership development programme, an official mentoring programme and a management awareness programme.
D&B has created an environment in which individuals are encouraged to contribute to both the business and the community and to develop and stretch themselves. They have set a clear framework for what they wish to achieve as a business through their mission and values.
Citrix employees are eligible for a number of benefits including a share option scheme, childcare vouchers, employee assistance programmes and life assurance.
In addition to the ongoing training they receive, managers at Citrix are supported through a variety of development courses.
In response to an employee survey, Cephalon have improved their reward package through implementing a Total Reward Statement and introducing additional employee benefits such as french lessons and a high street discount scheme.
In order to enhance and develop strong teams, Cephalon organise a variety of team building events and joint sales conferences give employees the opportunity to interact with each other.
They recognise that it's the people in the business that make the difference so there is a culture driven from the top down that recognises the importance of each employee and ensures that they remain close and communicate on a daily basis.
Carey has abolished the ‘long hours' culture that has been inherent within the service industry in the UK. In every area, their employees work structured shift patterns that ensure they are able to have control over their working life.
The benefit package offers over 20 benefits to all employees. Key benefits include: free gym membership, right to buy additional holidays, life assurance policy, healthcare insurance, contributory pensions and as much free fruit as you like.
They are the primary ambassadors for a local charity. It is a charity designed to help identify, care and protect children who have suffered sexual abuse. Employees donate an amount of their salary on a monthly basis and Graeme matches this. Since sponsoring New Beginnings, the waiting list has gone down from 71 children to 7 but there goal is to get that wait down to 0.
Employees are rewarded with excellent social events and activities. Past Christmas parties have taken place in Barcelona, Monte Carlo and Rome, and not only boost morale but also enable the board to express a more personal level of gratitude to all staff.
A bonus is given to employees who put forward successful land acquisition suggestions for new land on which Bardsley can build and develop.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
Employees are encouraged to take part in a wide range of activities and projects organised through seven strategic CSR partners, they also have a budget specifically set aside for charitable activities and staff are given time off by the company to enable them to take part in charitable work or local community related work.
BHSF Group Limited enhance their leadership through coaching to develop people's abilities and confidence in dealing with changes from the introduction of new products to new ways of working. The management team collectively and individually, along with other selected colleagues, have coaching sessions from external facilitators.
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