My Manager
My Manager

People Managers Matter

7 in 10 employees leave because of their manager - not the company. Strong manager relationships boost engagement, reduce turnover and drive growth
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Cairngorms National Park Authority

Cairngorms National Park Authority managers ensure their teams feel supported and trusted. The Managing with Impact training course equips them with the skills to manage difficult behaviours, apply organisation’s policies consistently and balance the demands of their roles with being good line managers.
Leadership at the organisation is approachable and engaging, with the CEO providing regular updates and insights into his role through a blog. The blog includes personal information too such as what he's been up to at the weekend. Senior Management Team meetings are held bi-weekly, ensuring all senior members are involved in decision-making.
The Cairngorms National Park Authority prioritises staff wellbeing with initiatives like the Menopause Support Policy, Neurodiversity Policy and Mental Health First Aiders. The reduction of the working week to 36 hours and the introduction of a Hybrid Working Policy further support work-life balance.
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Not For Profit Body's

The Housing Network

The company is committed to being a learning organisation, strengthening retention and building talent pipelines. They offer clear Professional Development Pathways and formal Learning and Development Opportunities, including training and apprenticeships, which help employees feel more capable, confident, and connected to their purpose.
The company strengthens connections through Shared Experiences that build camaraderie and boost morale. Examples include Team Challenges like Tough Mudder, which promotes resilience, and smaller scale Everyday Connection activities such as informal socials and reflective practice sessions.
Managers at The Housing Network are invested in through Structured Development, including leadership training and coaching. They receive direct guidance from the People team via the People & Culture Partnership, and dedicated Wellbeing Support to ensure they feel confident, capable, and supported in leading their teams effectively.
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Housing Associations

Scott Brownrigg

Managers receive continuous training through the internal management development programme. This 7-session interactive programme, covering topics like goal setting and difficult conversations, reinforces people management expectations and ensures managers are equipped to motivate, support, and recognise talent effectively.
Transparency is key, with the Strategic Board's vision and goals communicated through the business plan, presented at the beginning of every financial year. The EOT Committee, consisting of elected representatives, maintains a healthy, confidential channel of communication between practice leadership and the wider business.
The practice offers a comprehensive benefits package grouped into four categories: Financial Benefits, Wellbeing, Flexibility, and Staff Development. This includes annual salary reviews, discretionary performance bonuses, and a staff recognition scheme, ensuring that all employee owners are competitively and directly rewarded.
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Architect & Surveyor

Croxsons

The company supports development by listening to employees' interests and providing a management development programme for managers, including workshops on employment law and peer networking. They also recently created a management forum, allowing managers to take a lead by collaboratively solving business challenges and sharing insights.
Croxsons gives 15% of its net profit to charitable causes, focussing on a generational shift in measurable outcomes. This funding has supported the rebuilding and multi-year funding of salaries for teachers in Kenya and funded social workers locally to help with abject poverty, life skills, and mental health.
Croxsons provides managers with management development including workshops to expand capability in areas like understanding themselves and others. The leadership style is open, accessible, and big-hearted, ensuring managers listen and explain the 'why' behind decisions, while 1:1s and informal conversations ensure people feel heard.
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Manufacturing

Andersen James Group

Managers host monthly presentations to spotlight team wins, showcase strong work, and share strategic updates, keeping teams informed and connected to the wider business. The current leadership team is also undergoing a 12-month coaching programme with Amy Williams to build core competencies for high-performing, ethical leadership.
The company’s community-led ethos is demonstrated by the National Three Peaks Challenge, where a team raised £5,020 for The Christie Charity. Furthermore, AJ gave time off to its People and Operations Manager to run creative arts workshops at a local homeless shelter, showcasing its commitment to social impact.
Regular activities like Escape Rooms and Friday Office Drinks spark collaboration and problem-solving, while fostering a consistent space to unwind. Team-building efforts, such as Run Clubs and Padel Tournaments, offer healthy outlets for bonding, and seasonal Sports Days and BBQs bring the whole company together.
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Recruitment

Portal Training

Portal Training supports continuous professional development, ensuring employees complete specific amounts of CPD per annum to stretch skills. Learning needs are identified during bi-annual performance and wellbeing reviews. This fluid approach facilitates employee promotion and job changes, which positively impacts the retention of skilled workers throughout the organisation.
The organisation’s We Invest in Wellbeing Gold Accreditation highlights Portal Training's focus. The Wellbeing Working Group promotes physical, psychological, and social health through initiatives like Funded Coffee Catch Ups (up to £10/month) and the EAP, offering 24/7 support for counselling, legal, and financial advice, ensuring comprehensive employee care.
Managers and leaders reinforce vision and values through Away Days and Learning and Development Days. Transparency is key, with an open-door culture encouraging questions. Managers receive support through annual Management Development days and new managers benefit from the Portal Leader programme, ensuring they are well-equipped and high-performing individuals.
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Education & Training

Cambridge Enterprise

The Career Progression Framework provides a career development roadmap with clear competencies, resulting in faster promotions at junior levels and a reduced turnover rate of 13.5%. The organisation further supports growth through regular company-wide training and individual financial support for learning & development.
Employees can donate their Spotlight award money to a charity of their choice, and the organisation supports personal charitable efforts with the Matched Fundraising Scheme of up to £100 per person annually. It also promotes environmental responsibility through the Green Impact programme.
The organisation actively commits to strong leadership, evidenced by its excellent manager rating of 8.6 out of 10 in their latest pulse survey. This commitment will be further solidified with the launch of the Line Manager Training Programme in November, enhancing leadership skills across the company.
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Education & Training

Tomorrow

Tomorrow heavily invests in its managers' growth and wellbeing, offering bespoke coaching and tailored development plans to support their individual needs. Managers benefit from direct open-door policy access to founders, ensuring they are equipped with guidance and support to handle people challenges effectively.
Tomorrow actively supports St Christopher's Fellowship, creating brighter futures for children through hands-on volunteering like garden clearance and fundraising through organised games nights and sponsored walks, fostering a spirit of community and positive impact.
Beyond tax-free bonuses, Tomorrow provides memorable and personal rewards like tickets to England rugby games and team lunches for high-performing groups. Winners of company-wide challenges are celebrated with prizes, combining recognition with shared experiences to strengthen team connections.
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Marketing & Media Agencies

Davies Partnership

Staff development is supported through personalised training plans, mentorship, and the unique development plan SKILL which ensures a clear progression route for every engineer. External CPD sessions and the Degree Apprenticeship Programme demonstrate Davies Partnership’s dedication to continuous learning.
The organisation's collaborative culture is enhanced by initiatives like Early Finish Friday, a reward for hitting the monthly 'fee earning' target. Team Together days and outdoor team activities further strengthen connection, collaboration, and community engagement across all offices.
Managers lead by example, consistently living the company values. They support their teams through clear expectation setting, regular bi-annual one-to-one reviews, and active encouragement for open conversations about workload, ensuring employees feel supported.
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Consultancy

Placefirst

The comprehensive Learning and Development framework provides clear career progression pathways, increasing employee motivation and engagement by showing they are invested in. This framework includes regular individual development planning sessions and funded professional qualifications (e.g., MBAs, RICS, CIPD), strengthening the talent pipeline for internal promotion and succession planning.
Teams are encouraged to engage in local community initiatives, such as volunteering days, which strengthen bonds through a shared purpose of improving communities. Collaboration is also fostered through regular In Person Team Days and company-wide events, alongside creative problem-solving sessions at the annual staff conference.
Manager support consistently receives high engagement scores, reflecting leadership grounded in empathy and trust. Managers provide personalised coaching through regular one-to-one’s, and their development is supported by specific training on performance management and coaching, as well as opportunities to represent their teams in leadership meetings.
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Housing Associations

HCRG Care Group

The Care Think Do training outlines expectations for managers to promote company values and principles. In addition, policies for one-to-one's and supervision are in place, which are monitored to provide ongoing support and guidance, empowering managers to lead effectively.
HCRG Care Group provides extensive support through its Employee Assistance Programme. This initiative includes a wide range of services such as mental health support, Cognitive Behavioural Therapy (CBT) for various issues including menopause, and difficult conversation coaching to help colleagues navigate challenging situations.
The organisation brings colleagues together through formal and informal events. The Striving for Better networks share best practices, while face-to-face events like the annual Difference Awards and virtual Town Hall events provide opportunities for teams to connect and celebrate together.
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Health & Social Care

BetterYou

At BetterYou, managers undergo a four and a half month formal management training programme to ensure they provide the best support for their teams. Regular meetings, performance reviews, and open communication lines between managers and team members foster trust and care within the team.
The company takes the wellbeing of its employees seriously. From providing regular office massages to hosting mental health workshops and discussions, BetterYou ensures a balanced work-life environment. The company also promotes physical health with initiatives like magnesium water fridges and fresh fruit availability.
BetterYou champions team spirit and camaraderie. Regular themed office lunches, dart board tournaments, and team lunches off-site help foster a strong sense of belonging and fun within the team.
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Health & Social Care

Kiddie Capers Childcare

Kiddie Capers Childcare is committed to employee growth. The company actively supports and funds staff qualifications, helping them to expand their knowledge and skills. Many team members have progressed from practitioner roles to management, demonstrating the company's dedication to career development.
Kiddie Capers promotes a culture of teamwork and camaraderie. The company's ‘fun fund’ allows teams to choose and enjoy activities together, fostering a sense of belonging and unity within the group.
At Kiddie Capers, managers are supportive and caring, providing employees with the necessary assistance and guidance. They appreciate the hard work of their team, as evidenced by the monthly Amazon vouchers awarded for full attendance.
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Education & Training

Institution of Occupational Safety and Health (IOSH)

IOSH supports employees' professional development, offering paid time off for study and funding course fees. Upon completion, employees receive a salary increase and a development plan, aiding career progression.
IOSH takes a proactive approach to employee wellbeing, offering chair yoga sessions, a mindfulness programme, and menopause support. These initiatives help to balance work and home life and mitigate the impact of stress on personal health.
IOSH promotes a supportive environment, with managers receiving resilience training and access to mental health resources. This fosters an atmosphere of trust and care, ensuring managers are equipped to support their teams effectively.
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Not For Profit Body's

Warranty First

Warranty First builds stronger relationships between its people and teams through a variety of team building days and evenings. The organisation also has in-office ping pong tables where employees take part in friendly competitions during breaks.
Management and leadership skills are provided through Warranty First’s inhouse HR consultant. Courses include subjects such as the right to manage, the legal context, emotional intelligence, absence management, wellbeing, and Equality, Diversity and Inclusion.
The leadership team at Warranty First ensures that there is clear communication between all levels of the organisation through regular team meetings and buzz sessions where KPIs and targets are filtered down to individuals.
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Financial Services

JSS

Managers at JSS ensures every employee feels supported, trusted, and cared for. Regular one-on-one meetings and performance reviews provide clear feedback and ensure each employee's needs and concerns are addressed.

The company has two distinct programmes for development to promote personal growth and utilise the skills of its employees. Focusing on psychology and behaviour, and operational guidance, employees are encouraged to seek improvement and advancement opportunities.

JSS is committed to maintaining a balance between work and personal life, ensuring the wellbeing of its employees. The company prioritises regular communication and consistent recognition, which in turn reduces stress and promotes a healthy work environment.

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Recruitment

Career Connect

Career Connect are an accredited Professional Development Centre, recognised by awarding bodies OCR, City & Guilds and ILM. It runs "Inspiring Leaders" workshops twice a year to give staff an insight into the role of a manager and encourage internal progression routes and promotion for its staff.
Career Connect runs a wellbeing campaign twice a year. The objective is to encourage its people to try out different activities that boost their health and wellbeing. Staff were given paid time off to participate in the activities of their choice. This included physical and mental activities such as exercise, yoga, and baking.
As a charity, Career Connect encourages its teams to support other charities. Over the last year, its teams have organised: foodbank and toiletries collections, delivering parcels of essential supplies to local homeless charities; Macmillan bake sales; and a Save the Children Christmas Jumper fundraiser.
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Charity's

Osbornes Law

Osbornes Law provides one-to-one mentoring and external training, facilitating personal growth and skill utilisation. The firm's clear career development path leading to partnership opportunities exemplifies its focus on employee advancement.
Osbornes Law's leadership team, many of whom have grown within the firm, are testament to its supportive culture. The managing partner maintains open communication with staff, announcing firm news and promotions via the internal intranet.
Each employee at Osbornes Law is assigned a supervisor, fostering a supportive environment. Regular catch-ups, annual appraisals, and development meetings further enhance this trust and care.
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Law

Westminster Foundation for Democracy

At WFD, wellbeing is not extra. All staff are committed to their work because the company wants to make a positive difference. Its flexible working policies are a key initiative to support the positive wellbeing of its staff. These policies aim to improve work-life balance, reduce commuting costs, and relieve staff of some workplace pressures.

All of WFD’s line managers are dedicated to their managerial development through an externally sourced programme. The four-module programme covers 1 - Goal Setting and Engagement, 2 - Workload Management, Prioritisation, and Delegation, 3 - Managing for Performance, including Effective Feedback, and 4 - Coaching and Development Conversations.

The company organises an annual “Reading Week” in which it pauses its usual work to discuss what's working well in the business and where change is needed. For 2023, the theme was ‘innovation’, gathering colleagues from across the business for over four days to hear about the application and challenges of delivering results and impact.

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Not For Profit Body's

Zempler Bank

Zempler Bank builds team relationships through a variety of activities and events. It’s monthly huddle enable employees to hear the latest updates from the CEO and other speakers, and it organises regular team building days such as its Team Culture days, Summer and Christmas parties, and it department ‘away days’.
Zempler Bank’s Talent Referral Scheme has a community related element, whereby part of the referral is a Community Reward: giving back and supporting others in the ups and downs of life with a donation of £125 to a charity of the employee's choice, selected from the list of Cashplus Bank supported registered charities.
The organisation launched a Leadership development programme last year, ensuring investment in its senior managers' development. It also introduced a management development programme to equip its managers with the knowledge and skills needed to effectively lead, support, and engage their teams.
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Financial Services

Age UK

Age UK has worked to embed a culture which values mental and physical wellbeing throughout the organisation. This includes a sign-posted Wellness Action Plan, training for managers from the mental health charity, Mind, on how to recognise and support people’s mental wellbeing, and 50 Mental Health First Aiders.
The organisation helps to build team relationships through a number of initiatives. Team away days develop relationships in a fun, out of office setting, whereas staff forums and briefings provide team members with the opportunity to have their voices heard.
Age UK has a two-level management and leadership-development programme. Its Empowering Managers Programme focuses on empowering its managers with the right tools and knowledge to thrive in their roles, as well as ensuring its people managers understand, and are aligned with, its culture.
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Charity's

Hinckley & Rugby Building Society

The Society values employee development, offering both internal Learning & Development programmes and external specialist training. It also encourages professional memberships and conference attendance, supporting employees' growth and advancement.
Employees are recognised through the FAB awards, a monthly employee scheme in which colleagues nominate each other for delivering amazing service or going above and beyond, with monetary rewards for the winners.
The Society's senior leadership team models the importance of colleague recognition and supports communication campaigns, creating a supportive environment for employees. Its Performance Management Framework ensures clear expectations and standards for their managers.
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Financial Services

Eagle Eye Solutions

Managers at Eagle Eye Solutions receive extensive support, including 1:1 coaching and access to mental health resources. They are also encouraged to participate in the "Purple Leaders" program, further enhancing their leadership capabilities.
Eagle Eye Solutions prioritises employee wellbeing through initiatives like certified mental health first aid training, access to the Headspace app, and comprehensive health assessments for employees over 40.
Eagle Eye Solutions rewards employees based on company performance and values-aligned behaviour. Its Flexi Leave scheme allows conversion of unused sick leave into extra annual leave, demonstrating fair treatment.
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Technology

The Edmund Trust

All staff are offered the opportunity to study an accredited qualification in social care and the organisation fully utilises its Apprenticeship levy fund. It has also introduced a 'try before you buy' scheme for internal promotions to allow staff to have a three month trial period before the post has become permanent.
The Trust's leadership is not only approachable, but also actively involved in the organisation. The CEO and Senior Management Team meet weekly, and all staff are invited to contact them directly. This open communication ensures that the company's values are clearly communicated and upheld.
The Edmund Trust holds managers workshops on career development and has developed a future leaders programme. Management development is also delivered through inhouse training courses i.e. Introduction to Management, Performance review and appraisal, recruitment and selection, and more. Managers further have the opportunity to study a level 5 in social care.
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Charity's

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Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.

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