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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
ETL provide employees with an Employee Assistance Programme, flexible benefits, performance related pay and free life insurance.
ETL provide employees with an Employee Assistance Programme, flexible benefits, performance related pay and free life insurance.
EWT provide e-learning, external coaching and support for non-work related training to help employees develop new skills.
EWT provide e-learning, external coaching and support for non-work related training to help employees develop new skills.
The CEO holds regular 'Breakfast Briefings' open to all colleagues and is a way for staff to feedback on anything they wish the SMT to know, or wish to ask the CEO.
The 'Future Stars Programme' is a talent management programme that recognises potential, enables the organisation to 'grow their own' and contributes to succession planning; open to any grade of staff who is either aspiring to a managerial role or wishing to lead on projects/initiatives.
David Lloyd currently run two development programmes. One for team members to become ready for middle management roles called 'Step up to HoD'; and one for HoDs to become ready for a General Manager role called 'Step up to GM'. Both programmes have been designed and run by Operations and HR collaboratively and both have gained considerable credibility within the business with delegates feeling a sense of recognition in being selected.
David Lloyd have an employee engagement application called 'KITBag' which can be accessed via a computer, tablet or mobile phone. It is an informal tool which enables all team members to get involved, chat and share best practice, as well as the company being able to provide company updates, latest news and also promote benefits and key initiatives such as mental health week.
Every member of staff has access to a free, confidential helpline that is available 24/7 where there is a range of advice and support available, including a counselling service.
Thwaites trained a number of staff as facilitators and trainers which has been hugely successful in helping encourage collaboration, knowledge sharing, ideas generation and feedback in many more areas than before.
Currencycloud host meetings via Hangouts to allow the global teams to interact with ease. This also allows them to operate their flexible working policy and allows colleagues to attend meetings whilst working from home.
Currencycloud offer an Employee Assistance Programme for all employees. They also offer a Values, Vision and Goals workshop each quarter to allow employees an afternoon away from the business to consider their career and plan goals.
90% of Citations managers have been through an Internal Leadership one day course which includes training on effective communication, situational leadership, coaching, employee engagement and difficult conversations. They have also run specific management training sessions such as absence management and mental health awareness for managers.
Benefits such as car allowance, free dental insurance, performance related pay and staff discounts are available to all employees at Citation.
Circadian Trust provide free advice and help for employees and their families ranging from health, work, financial, family, personal and even moving house.
Circadian Trust support employees to take time away from the business to travel and experience new ways of working such as Camp America. They encourage people to share their personal achievements within the workplace and regularly showcase triathlons, marathons, extreme bike rides to name a few.
All employees are offered annual personal development grants. Employees can apply for a grant for personal development activities that are outside of the normal scope of their day to day roles, but help develop valuable skills that can be transferred back to the workplace. They can make an individual application to apply for something they want to do on their own or they can make a mixed-group application if the activity involves several people.
All employees are offered annual personal development grants. Employees can apply for a grant for personal development activities that are outside of the normal scope of their day to day roles, but help develop valuable skills that can be transferred back to the workplace. They can make an individual application to apply for something they want to do on their own or they can make a mixed-group application if the activity involves several people.
Cairn are committed to ensuring that colleagues achieve a healthy work life balance. To help people achieve this, they recognise that they need to be more flexible as an employer. They have, for some time, had a flexi system where people can build up flexi time to take a day off every flexi period (each flexi period last 4 weeks). However, they have removed core hours allowing people to start and finish each day at a time of their choosing (provided they still work 34.5 hours each week). This means people can work around their other commitments such as doctor appointments and dropping off/picking up their kids from school.
Cairn are committed to ensuring that colleagues achieve a healthy work life balance. To help people achieve this, they recognise that they need to be more flexible as an employer. They have, for some time, had a flexi system where people can build up flexi time to take a day off every flexi period (each flexi period last 4 weeks). However, they have removed core hours allowing people to start and finish each day at a time of their choosing (provided they still work 34.5 hours each week). This means people can work around their other commitments such as doctor appointments and dropping off/picking up their kids from school.
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