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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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

VetPartners

VetPartners holds an annual congress to bring its national team together to discuss innovation and focuses for the coming year, followed by a black tie celebration event and awards for Vet of the year, Nurse of the Year, Practice Manager of the Year, and Support Centre Best Support Award.
Practice leaders are provided training by the organisation's senior leadership programme, covering a variety of topics from Equality and Diversity to Performance Management. VetPartners also offers a leadership programme to new colleagues and a graduate programme that takes on over 100 graduate veterinary surgeons every year.
VetPartners supports its colleagues in their personal development by giving them an annual allowance to progress their learning. Vets receive £1750, Nurses £600, and all other colleagues £250 per year. Colleagues who work in Vet Roles can attend The London Vet Show annually and Nurses have the opportunity to attend the BVNA congress every year.
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Health & Social Care

Yo Telecom

At Yo Telecom’s Summer and Christmas All Hands Events, awards are presented to employees who have embodied one of the company’s 10 core values. Rewards and incentives include team activities and nights out, as well as trips abroad such as skiing in Courchevel, jet skiing in Dubai, and yacht trips in Cannes.
The CEO and COO have regular weekly catch ups with managers at Yo Telecom to discuss their departments and their development. The organisation also runs weekly Management Meetings on a Friday, where all managers can join virtually for a weekly roundup.
Yo Telecom allocates a dedicated budget for funding external courses and certifications, allowing employees to enhance their skills and knowledge by accessing a wide range of learning opportunities. Internally, the organisation offer comprehensive people management training programmes, which include leadership skills, conflict resolution, effective communication, and team management, utilising interactive workshops and real-world case studies.
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Telecom

Trafford Council

Along with physical and mental health, the council helps to support the financial health of its staff. The government's Money and Pensions Service delivered a lunch-and-learn session on financial wellbeing and a session of sensible borrowing was delivered with Stop Loan Sharks.
The council runs an EPIC management programme alongside micro-learns, to allow managers to grow and develop, but it also provides them with health and wellbeing training covering topics such as active working, menopause for managers and workplace adjustments. New and aspiring managers can attend its LEAP into Leadership programme, which was developed with Salford College.
Staff demonstrating the council's "epic" values are recognised at bi-monthly EPIC Star awards, which are judged by heads of service, and individuals are recognised by their corporate director. The yearly Time to Shine events are lead and sponsored by senior leadership teams and the awards categories are centred around the values.
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Not For Profit Body's

Toyota (GB)

At Toyota (GB), managers are equipped to support their teams through the Management Development Programme. This programme nurtures a supportive environment, fostering trust and care between managers and their teams.
Toyota (GB) takes employee wellbeing seriously. From Wellbeing Passports and access to the Unmind tool, to the provision of a Wellbeing Ambassador and Mental Health First Aiders, the company ensures a balanced work-life environment for its workforce.
The 'budget for fun' initiative at Toyota (GB) is a great example of promoting team spirit. By encouraging teams to engage in activities unrelated to work, it fosters a sense of belonging and fun within the team.
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TotallyMoney

TotallyMoney's Managers Network ensures that all managers are equipped to support their teams. They receive internal management training, including essential policies, delegation frameworks, and creating psychological safety, ensuring employees feel trusted and cared for.
TotallyMoney offers a plethora of growth and development opportunities. Generous training budgets, regular catch-ups, mentoring, and progression frameworks encourage employees to utilise their skills and advance in their careers.
TotallyMoney promotes a strong team spirit, encouraged through various social clubs and company-wide social events. These initiatives, along with weekly breakfast meetings, ensure that employees feel a sense of belonging within their teams.
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Spirit Health Group

With a firm belief in individual potential, Spirit Health Group offers structured onboarding, development programmes, coaching, mentoring, and career pathway planning. The 'Leading with Spirit Programme' exemplifies their commitment to nurturing leadership skills among employees.
Spirit Health Group fosters team spirit through various initiatives like company days, fun and social days, and regular team meetings. The 'Culture Yearbook' written by staff and 'Living Spirit Values' platform further enhance team bonding.
Spirit Health Group promotes a supportive work environment, with managers who value trust and care. Regular one-to-one meetings ensure personalised attention, while the SOAR share option scheme aligns employees with organisational goals.
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Health & Social Care

SolutionsPT

SolutionsPT invests in its employees' development through training programmes and promotion opportunities. For example, the Apprentice Academy for Degree Apprentices is a structured development programme that aids career progression.
SolutionsPT's commitment to societal contribution is evident in their support for numerous charities and their 'Giving Something Back Fund', which provides financial support to community activities and projects outside work.
SolutionsPT cultivates an environment of support and trust. The 'Eagles' management development programme aids managers in honing their skills and fostering positive relationships with their teams.
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Technology

Understand your organisational health across all eight factors

You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.

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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