People Managers Matter

The new 'Academy of Awesome' training programme takes a strengths-based approach to encourage individuals, teams and managers to focus on positive reinforcement rather than negative gaps in skill-sets and development.

The new 'Academy of Awesome' training programme takes a strengths-based approach to encourage individuals, teams and managers to focus on positive reinforcement rather than negative gaps in skill-sets and development.

The company operates a range of wellbeing initiatives, including monthly massages, a cycle-to-work scheme, free first aid sessions and a charity tuck shop. Staff are also encouraged to sign up to sports events, such as the local half marathon, to raise money for the organisation's charity.

The company operates a range of wellbeing initiatives, including monthly massages, a cycle-to-work scheme, free first aid sessions and a charity tuck shop. Staff are also encouraged to sign up to sports events, such as the local half marathon, to raise money for the organisation's charity.

Rewards for individuals are tailored to what that individual would like, for example, holiday or shopping vouchers, gig tickets, and so on. Team and individual rewards include fully paid weekends away to luxury properties owned by the business in Cornwall, France and Holland.

Amigo regularly run manager development programmes, but all managers have access to support, whether they have been through a manager development programme or not. As their office is on one site, over one floor, job shadowing is easy to arrange and most managers will have regular communication with other teams.

Colleagues are recognised for outstanding behaviours in line with the firm's values through their internal "Everyday Heroes" system, whereby any member of the team can be named an Age Partnership Hero for truly living the company's values.

The Wellbeing Calendar is a big part of life at Age Partnership, with a range of activities organised each month. This includes Wellness Wednesdays, a series of workshops covering three key topics: back care and posture, resilience and managing stressful situations.

Manager's performances are measured on a monthly basis in a formal meeting with the Managing Director. In addition, there are also senior management reports that are submitted to the group board on a monthly basis and scrutinised appropriately.

The company operates an Employee of the Month Scheme, where staff can nominate one another for 'Employee of the Month'. The winner receives £100 plus automatic entry into the Employee of the Year. The winner of this title is awarded £1,000.

Once a year, Worldpay organises a journey for high-potential employees throughout the business. Participants are told what to pack but do not know where they will be going. The journey in 2017 was to Sardinia.

Once a year, Worldpay organises a journey for high-potential employees throughout the business. Participants are told what to pack but do not know where they will be going. The journey in 2017 was to Sardinia.

Managers are regularly invited to attend workshops designed to show how to identify the symptoms of stress in their staff. The aim of these workshops is to raise awareness and help prevent long-term work-related stress issues.

Managers are regularly invited to attend workshops designed to show how to identify the symptoms of stress in their staff. The aim of these workshops is to raise awareness and help prevent long-term work-related stress issues.

WWA ensures that it recognises success and incentivises its employees. Where staff have achieved excellence in their discipline, or have gone above and beyond their role, Partners and Office Leads reward employees accordingly.

A Christmas event is hosted for Ward William Associates entire team of employees and their partners. It usually involves informal sporting events during the day followed by a black-tie dinner and dance in the evening. Previous events have been held at the Eden Project and St Mellion Resort.

A range of flexible working options have been introduced to support working parents achieve balance between work and home. Options include compressed hours, flexible working and time off, which is determined on a case-by-case basis.

A range of flexible working options have been introduced to support working parents achieve balance between work and home. Options include compressed hours, flexible working and time off, which is determined on a case-by-case basis.

Senior managers are encouraged to demonstrate the Two Circles' Vibrant Spirit - a set of company values and commitments. This is completed through in-person company updates, one-to-one catch ups, a scoring system, participation in the company's forums and sports clubs, and people-first resourcing.

Two Circles have been able to create strong relationships and communication within their team through away days, hot desking, learning forums, sports clubs, and building an informal office space with areas for interaction and activities, including table tennis, pool and darts.

Communication is key at turn IT on, with regular team meetings, annual company meetings and a SharePoint site to share important company information. They also have an open policy in terms of employees being able to approach managers directly.

Communication is key at turn IT on, with regular team meetings, annual company meetings and a SharePoint site to share important company information. They also have an open policy in terms of employees being able to approach managers directly.

In order to reward employees for their efforts, staff members are encouraged to nominate colleagues and/or teams each quarter as part of their formal recognition process. Nominations are judged against the company's values.

In 2017, the Trainline launched a quarterly pulse survey that asks all employees to provide feedback and rate their manager. By setting internal benchmarks, the company is able to identify which of their managers are on track and those who need support.

‘We want to understand the world and make it better' is the university's mission and their motto is ‘to discover and understand'. The organisation was founded by individuals and groups who have profound belief in the public value of universities for the economy, health and community.

Events are regularly held to include not just staff but the wider community, encouraging collaboration in the area as a whole. The university also hosts the Festival of the Mind, which attracts 50,000 visitors, including employees from across different teams and members of the public.

All areas hold monthly team meetings to discuss projects and raise questions. There are also offsite team days that help them to build relationships, such as one held at RHS Garden Wisley, where attendees could learn more about what their colleagues do and identify any challenges.

Core values are to inspire, involve, inform and improve. These are regularly communicated to all employees, including in the weekly staff email update - Weeder's Digest - and by the leadership team at the quarterly business update roadshows that take place at each site.

They host monthly ‘Speed Dating' events – inviting people from all over the agency to chat to each other over a glass of bubbly. It gives staff from different disciplines a forum to meet and connect, encouraging cross-collaboration, new ideas and togetherness.

As participating members of Better Bankside, their local community initiative, the company raises money and awareness for local charities. Two examples are the annual Borough Market Pancake Race, and a recent competition to reskin local public bins to discourage littering.

Sytner Group have just invested in a new e-learning platform, which is designed to provide all of the organisation's e-learning courses, empowering staff with an opportunity to complete training at a time that is convenient and flexible for them.

Sytner Group have just invested in a new e-learning platform, which is designed to provide all of the organisation's e-learning courses, empowering staff with an opportunity to complete training at a time that is convenient and flexible for them.

Team culture is very important at Star. Whenever they recognise that there are peaks in stress, for example, when a deadline approaches - the company always make sure that they go out as a team to make sure people leave their desks and have some fun.

Each new manager is paired with a director as a mentor to help them develop their leadership skills. In addition, they also have the opportunity to work in cross-functional management roles to get a wider view of the business and put their future leader training to use.

Managers are supported with workshops and regular coaching sessions provided by an external coach. Participants are also encouraged to regular engage with their cohorts to mentor and coach each other during the programme.

Managers are supported with workshops and regular coaching sessions provided by an external coach. Participants are also encouraged to regular engage with their cohorts to mentor and coach each other during the programme.

One of the most important performance measures at SportPursuit is the annual appraisal. However, monthly and/or quarterly one-to-one meetings and targets evaluation are standard practice within all departments.

SportPursuit offer a lunchtime run club, workout Wednesday and yoga class each and every week. Recently they organised the SportPursuit Sports Day, where mixed teams from all departments competed in seven different activities in their local park.

Safety Media encourages employees to ‘just ask' if they have challenges at home that require some flexibility. Whether it's supporting colleagues with ill family members or problems with child care, the company is there to help staff out however they can.

Formal annual reviews happened twice yearly at the end of year and mid year. Outside of this the Managing Director has frequent one-to-ones with the management team and KPIs are monitored. Employees are encouraged to give feedback on their own managers as part of the annual review process.

The Ignite Performance framework focuses on an employee's job role, objective and behaviours. It's a colleague-run process with managers offering support through bi-yearly meetings and monthly one-to-ones, allowing the employee to measure and acknowledge their current performance and work with their managers to improve.

The Ignite Performance framework focuses on an employee's job role, objective and behaviours. It's a colleague-run process with managers offering support through bi-yearly meetings and monthly one-to-ones, allowing the employee to measure and acknowledge their current performance and work with their managers to improve.