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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
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
The company focused on supporting 2 charities last year, a local hospice charity and a national children's charity. Hotelscene organised a wide variety of events to raise money and everything raised by employees is doubled by the business.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
Employees have benefited from health exhibitions, health checks and a programme of healthy activities such as walking, t'ai chi, netball, golf and football. They also provide a health and wellbeing staff-led group which promotes events and activities to staff across the organisation.
Each year they run the ‘Cleaner with Helena' campaign during the school holidays. During this campaign, Helena Housing employees volunteer to work with local communities to clean up dirty areas and improve the local environment.
The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.
The Sports & Social club is available to all permanent associates and provides year round opportunities to participate in a variety of sporting and leisure activities which creates an atmosphere which supports one of the Companies key values, 'Balance Life'.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
They have a supportive culture and provide mentoring and leadership techniques to support and develop people managers.
Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.
Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.
DBK Group focuses its success on the contribution of its employees and give recognition for individual and team delivery and outstanding performance. Recognition is given in many forms, such as verbal and written published on the intranet, along with benefits in financial or lifestyle improvements.
DBK group give people managers responsibility and autonomy in their area. They also provide 'Institute of Learning and Management' Training to help support and develop them.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats run regular stress awareness training. This allows all staff to look out for signs of stress. It has allowed CragRats to manage this growing epidemic. Before stress becomes a problem, managers, colleagues and HR will step in to ensure they do something to ensure no negative impact is made on the person's health.
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