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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
Staff were surveyed to check productivity, mental health and any support desired and the results suggested that 87% of employees felt KG was communicating enough and 90% believed they were receiving the right manager support. While company updates during lockdown were typically business-focused, any direct workforce concerns were addressed.
The business uses focus groups to review the needs of its workforce and to understand further what should be refreshed to improve employee engagement. On the back of this, the benefits offering, existing family-friendly policies, and how the company gives back were amended, to name just a few areas.
Every year, the Kaplan Way Awards programme recognises the most outstanding individual and team contributions in four categories: Student Success, Great Place to Work, Continuous Transformation and Shared Values. Employees submit nominations and a selection panel chooses the UK winners – they are then up for global awards as part of a live broadcast.
KPUK aims to be a valued partner in the communities it serves. The group supports charity partners to build futures for people of all backgrounds and circumstances. Employees are empowered to support local good causes through paid volunteering days and fundraising activities.
Staff received Just Eat vouchers and there were gardening competitions, fun-run challenges and other company-wide events to keep team spirits high. Mental health support channels were set up and senior leaders were visible and on hand as people adjusted to remote working.
A transparent, fun, supportive and purposeful culture makes Impero a great place to work. Every quarter, the in-house awards system recognises people with can-do attitudes who embody the core company values that include “we make it possible for our people” and “we make it possible for our clients”.
Zen pride themselves on the positive impact they have on their local community. They actively get involved in projects aimed at supporting and developing the local community. This includes sponsoring individuals and events and working with local charities, schools and educational authorities.
All managers at Zen are enrolled onto a Living Leader programme. The programme is very different to other programmes, it looks at the individual as a whole, rather than the person in work. It explores empowerment, responsibility, appreciation and communication – all qualities for helping people to build powerful relationships with everyone they meet and speak to, both inside and outside work. Due to the huge success and feedback, this is now being rolled out company wide.
XLN have found that Shadowing is the most effective form of support. Their team always feedback that learning by directly following someone with experience in a higher grade role gives them the confidence to step up. It offers the knowledge and clarity of what is expected. It's the simplest way to find out what good looks like and also identify potential areas where they can make improvements to the way the roles are managed.
XLN prides itself on “promoting within” and as an organisation that can only be achieved by constant employee development. If any employee requests any training, whether specific to their role or not, they will always say yes. They believe if an employee wants to better themselves, then they should do everything possible to retain that ambition within the business and offering unlimited training resource is key to that.
Their Community Investment programme 'Families Matter' focuses on supporting disadvantaged families. In 2018/19, they worked with over 2,900 organisations and supported over 600,000 beneficiaries.
Their Community Investment programme 'Families Matter' focuses on supporting disadvantaged families. In 2018/19, they worked with over 2,900 organisations and supported over 600,000 beneficiaries.
Virtual1 made a conscious decision in the past year to cut down on the amount of paper they use in the office. They transitioned to using Docusign for electronic signatures for the contracts and invoices that they send out.
Virtual1 have introduced a performance management application with the aim to encourage employees and managers to have ongoing discussions around performance and development rather than waiting for appraisals to have these important conversations.
VioVet reward Warehouse Operatives based on an efficiency measurement. They measure this based on multiple different factors in their role, and the overall score is marked 0-10. For anyone who scores 8 or more over the month, they receive 10% of their basic monthly salary as a bonus.
VioVet reward Warehouse Operatives based on an efficiency measurement. They measure this based on multiple different factors in their role, and the overall score is marked 0-10. For anyone who scores 8 or more over the month, they receive 10% of their basic monthly salary as a bonus.
Employees are rewarded for their efforts in a number of ways at Autorama. These rewards include performance related pay and profit related pay.
Employees are rewarded for their efforts in a number of ways at Autorama. These rewards include performance related pay and profit related pay.
Any managers who are seen to be under-performing are given help and support from within the business to help them hit target. This works throughout the business, with the ethos setting individuals targets in order to help the company deliver.
Any managers who are seen to be under-performing are given help and support from within the business to help them hit target. This works throughout the business, with the ethos setting individuals targets in order to help the company deliver.
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