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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
Infectious Media have launched two initiatives to support employee development recently: iManage is a full management training programme to support managers old and new; iMentor is an internal mentor programme available to all.
Infectious Media host quarterly full team company meetings and socials, and subsidies social events for every team to attend.
As part of Huntress' career pathway they offer a specialised leadership development programme for all Associate Manager level staff and above called - 'The Huntress High Performance Manager Programme'.
Huntress have a wide range of working practices that aim to improve team interactions and communication. One of which is Jostle which promotes collaboration and communication across offices and teams in real time. Jostle is an intranet system that has a feed where people can write updates, share news, give 'shout outs' to people who have received good feedback from customers/candidates or have lived their values.
Home Marketing have a Facebook, Instagram, Twitter and LinkedIn account. Everyone is actively encouraged to share photos and footage of their work as they find that this is really helpful for people to get a feel for the place whether they're a client, supplier or potential new starter.
Home Marketing do regular 360's with their teams, and other people around the agency are asked for feedback during 121s to measure the performance of managers.
Along with his Senior Leadership Team, the CEO actively hot desks between teams and functions on a daily basis to encourage involvement, participation and increase engagement.
Heathrow BSC actively encourage every member of staff to take a day each year to support one of their identified charities, enabling them to give over 800 hours of support each year to a range of charities and community groups with each individual choosing what is important to them.
A cross Group career path has been introduced recently that allows everyone to understand the opportunities available within the business, allowing colleagues to move between different departments, continually developing, whilst exploring roles and exploring career opportunities.
Every Sunday a group of Store and Area Managers hold a Trading feedback call, this content is then discussed by the senior team at the Support Centre on the Monday morning to address any point in an efficient way to support their shops and customers.
Guidant Global currently offer both Management Levels 3 and 5 Apprenticeships which are also in partnership with the Chartered Management Institute.
Guidant Global currently offer both Management Levels 3 and 5 Apprenticeships which are also in partnership with the Chartered Management Institute.
Each year, the firm selects a local charity and they then focus fundraising activities on that charity for the next 12 months.
French Duncan have bi-monthly showcase events where each department takes a turn to present to the rest of the firm to explain what their department does, share best practices and advise on how staff members from other departments can help with cross-selling.
Each month, every member of the team have the opportunity to nominate their star of the month based on going above and beyond or really embracing the organisations core principles.
Each month, every member of the team have the opportunity to nominate their star of the month based on going above and beyond or really embracing the organisations core principles.
The management development programme, 'Learn Engage Apply Perform' (LEAP) allows colleagues to select relevant skills-based modules from a full suite of topics and soft skill workshops, according to their individual development needs.
The dedicated fundraising team, FMGive, drives a jam-packed calendar of fundraising activities and volunteering opportunities. All funds raised are shared between their two chosen charities; the Forget Me Not Children's Hospice and Kirkwood Hospice, as voted by their employees.
Everyday Loans offer employees an Employee Assistance Programme, flexible benefits, performance related pay, staff discounts and free life insurance.
A comprehensive plan is put into place to take new managers through a journey to help develop their skills and knowledge alongside confidence in taking on their new role, this is in the form of a Personal Development Plan. The plan is reviewed by the Senior HR Business Partner, the relevant Line Manager and T&D. It involves job shadowing more senior experienced Managers in post as well as shadowing support functions.
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