People Managers Matter

Skills Pledge is a partnership between the Government and Orchid. This is a public commitment to help all employees to develop their basic skills and enable them to work towards relevant, valuable qualifications. People are the lifeblood of the Orchid business, without their passion, commitment and motivation, Orchid would not continue to prosper. When times are tough, many companies make the mistake of viewing staff training and incentives as non-essential and start looking at ways to trim their overheads. This in itself is a false economy. Orchid believe by recruiting, training and motivating their staff they will reduce staff turnover, improve moral and motivation and increase productivity - ultimately leading to increased profits. This is a people business, nothing more and nothing less.

At Orchid they want everyone to enjoy working with them, both whilst they are at their place of work and also when they are enjoying their personal leisure time. Orchid understand that a work life balance is important and to give you an extra helping hand they have introduced “Orchid Concierge” which is a re launch of the Time & Knowledge brochure. Time & Knowledge are here to give you an extra hand to help you take care of all those jobs you have to do but don't have the time to sort out, or the knowledge as to who are the best people to use. They will put you in touch with suppliers who can accomplish the jobs you need doing, across a variety of services that range from the ordinary to the unexpected. Whether you're planning a party, looking for a plumber, arranging a holiday or searching for the perfect gift, they can help.

NPS Group offer employees discounted gym membership and further reductions with other companies. They also provide BUPA Wellness Leaflets that cover managing stress in the workplace policy, quitting smoking and other mental issues. NPS Group also implemented East of England Mental Health First Aid.

NPS Group offer employees discounted gym membership and further reductions with other companies. They also provide BUPA Wellness Leaflets that cover managing stress in the workplace policy, quitting smoking and other mental issues. NPS Group also implemented East of England Mental Health First Aid.

Nichols VIP Award – Valued, Inspiring and Proud. Employees are nominated by colleagues, visitors or customers, for individuals who have brought out the Nichols Plc. “spirit” in others, excelled as a team player or have gone above or beyond expectations. All nominees are congratulated and recognised at the company briefing, and the executive team pick a winner and they are awarded with a red letter day experience. There are one off financial rewards for outstanding achievement or contributions , recognition following the completion of a project that may have involved additional contributions and Nichols invite employee and partner to enjoy Dinner at a local restaurant of their choice. All employees can benefit from an additional weeks holiday or equivalent holiday pay for every 5 complete years of service. Although Nichols do not have a formal process for innovation, they do encourage all employees to “Share Ideas and Think outside of the Box” and they recognise individuals publicly and reward them as appropriate.

Nichols have twice yearly health awareness days at which health and well being professionals hold 121 assessments with all staff. On the back of this they recently completed a pedometer challenge, encouraging staff to increase the number of steps they took each day. They completed this challenge over a 12 week period and collectively they took sufficient steps to walk from their office to Brisbane, Australia (as the crow flies). Employees are encouraged to take part in sporting activities and Nichols have groups of employees who regularly play golf, football, netball and badminton or go running. Employees also go walking or to the local Gym/leisure centre for a swim at lunchtime and others walk or cycle to work. On site shower facilities are provided. For those who are not quite so energetic Nichols have a Wii console and their employees enjoy a game of virtual tennis or golf at lunchtime. Periodically Nichols hold Indian head or arm and hand massage, believing that it helps to relieve some of the day to day tensions.

There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.

There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.

Supporting local charities and businesses is a huge part of what Morrison do and they are dedicated to helping the communities they serve do their bit for charity and the environment. The CSR manager is putting in place a charity events plan at the moment with Shelter and will follow this to ensure Morrison are working in partnership with them to maximise every fundraising opportunity they can.

Morrison believes in celebrating the success of their people and using their full suite of engagement tools through which to do this. They publicly celebrate success through their internal magazine “Connect”, their intranet “MINT” and also through their recognition scheme, Morrison Stars. They also reward good performance with one off thank yous from senior managers to their staff and actively publish compliment letters from clients in the company magazine.

The leaders of Metro are driven by a desire to create a caring company which delivers sustainable employment and supports the wider community. Metro use the services, on a part time basis, of 250 self-employed contractors, providing them with engaging work, often well beyond their normal retirement age. A key value is Metro's commitment to charity fund raising. Staff nominated SOS Children's Villages for this year, but they have raised over £40,000 for various charities over the years.

Line managers ensure that employees work loads are manageable and also monitor how many hours people are working. Also Metro are organising Personal Energy Workshops for all staff which are designed to investigate their personal energy levels through understanding the factors that either boost or drain one's internal energy battery and how the employee can influence their motivation drive and enthusiasm on a daily basis. There are a lot of flexibility arrangements of an informal nature, in operation. Metro have a flexibility policy which covers carers and people with children under the age of 16 or under 18 where disabled. This is where they grant flexibility on a more formal basis. Additionally, Metro have in the past, given extended periods of absence and/or flexibility for personal issues. A good example of this is where there has been bereavement.

Manhattan Associates provide work experience placements for students at local schools. They try to select a local charity to support at christmas time, for example they purchased gifts for underpriviledge children with disabilities. They also collect shampoos and soaps from employee travel and these are distributed to a local womens shelter.

Sales employees are rewarded by meeting quota and going to Presidents Club. There are 5 spaces for other employees to join them nominated by their peers - this year the trip is to Cancun. They provide spot bonuses for those employees who are not eligible to participate in an annual bonus plan, a monetary amount awarded dependant on effort.

The company sets aside a sum of money each year and matches funds raised by their staff. As a publishing company their aim is to support charities involved in literacy and reading. They work with a local junior school on a reading partnership scheme.

The company sets aside a sum of money each year and matches funds raised by their staff. As a publishing company their aim is to support charities involved in literacy and reading. They work with a local junior school on a reading partnership scheme.

Kitcatt Nohr hold regular "Digital Surgeries" when staff can ask their Technical Director and Digital Planning Director for advice on digital marketing. Based on staff feedback the leaders provide openness, caring for staff and a strong sense of values and they are good role models.

The Partners act as mentors for the founders of the sister agencies Trinity and Huw Davis Partnership. KNAS offer mentoring to their staff as a way to help them grow a specific skill, deal with a particular issue or tap into a mentor's knowledge. All the Partners and Senior Management Team are committed to acting as mentors, but other people can be mentors too.

The Managing Director is full of energy and always striving to think outside the box. He encourages others to do the same and his levels of enthusiasm are infectious. He appreciates the efforts of everyone in the organization and always communicates this to them. His level of pastoral care over his staff is second to none.

Some people in the organisation have their own external mentor and the company will give them time to go and meet with them or allow the external mentor come into the office to better understand the mentees working environment. If an area of development has been identified in a manager and they find a course that they feel will help them to address it then the organisation will either contribute towards or pay for the cost of the course depending on its value. The HR department has created a pack which details how to be an effective manager which is given to all members of the management team. JBW Group will also be developing all line managers this year.

There is a study policy in place. The company have an employee undertaking the MA Human Resources management at Portsmouth University funded by the company. There is a wide range of internal courses run every year. These are advertised on the courses calendar of events and includes courses such as running successful meetings, presentation skills, appraisal skills and HR for managers. They encourage 'stand in' opportunities for employees to stand in for their manager for periods of less than 3 months. This allows an employee to get experience of people management.

There is a study policy in place. The company have an employee undertaking the MA Human Resources management at Portsmouth University funded by the company. There is a wide range of internal courses run every year. These are advertised on the courses calendar of events and includes courses such as running successful meetings, presentation skills, appraisal skills and HR for managers. They encourage 'stand in' opportunities for employees to stand in for their manager for periods of less than 3 months. This allows an employee to get experience of people management.

HR works closely with Line Managers across the agency to ensure members' efforts and development are being captured. These are also recorded in performance appraisal documents. These are also acknowledged out to the agency through HPS' internal newsletter.

Recruitment guides/training initiatives are already in place. There is pay/support for external management qualifications through the HPS educational assistance programme. 360º feedback is currently being rolled out for Senior Management.

Within their monthly newsletter "Cross Talk" they have "stars of the month" and recognise years of service with vouchers. We also ensure that line managers communicate client feedback to the relevant individual. Employees are encouraged to put forward innovative ideas to their "My Bright Idea" for which employees can email in ideas for cash rewards.

Every team are given a subsidy for each employee at Christmas. Conferences are held to bring employees together and local arrangements are made for other social events. Although they do not have a specific budget for fun and social events they do hold Christmas events and summer BBQ's for their employees across the country.

Greenlight offer Management training for new managers, interview skills training. Presentation Training, Excel training, Language skills tutoring (one on one) - this is where English isn't first language. They organise individual English Business language skills lessons, Leadership training and Project Management skills.

Greenlight offer Management training for new managers, interview skills training. Presentation Training, Excel training, Language skills tutoring (one on one) - this is where English isn't first language. They organise individual English Business language skills lessons, Leadership training and Project Management skills.

The CEO of Grayling has an open and human approach, in which she communicates with all staff in a similar manner. She conducts some of the training in their Future Fit programme to maintain her profile across all locations. Staff are aware that all senior Directors are approachable and have no doors!

The CEO of Grayling has an open and human approach, in which she communicates with all staff in a similar manner. She conducts some of the training in their Future Fit programme to maintain her profile across all locations. Staff are aware that all senior Directors are approachable and have no doors!

Fuller's are a family orientated business. Employees' families are also part of the company. There is an understanding that family life is very important to their employees. There is flexibility on juggling work and life priorities, as an example flexibility on attendance at work to attend school events is encouraged. The company doctor is actively involved in the company welfare. Fuller's provide counselling services when required and where appropriate, at company expense. For example general mental wellbeing, drink dependency and traumatic events.

Everyone is treated on an individual basis and all L&D are assessed depending on the situation or person. Full classroom and on-line support is offered. There is also the opportunity to have a Personal coach. Fuller's operate a number of workshops for learning and open discussions. There are Managers' Training and Induction packs with full hands on and one to one support of the Fuller's training team. There is a Management development programme, designed for aspiring pub managers.

Whilst First Direct don't have a specific budget for fun and social events they have an overall engagement budget which looks at events and activities to drive up engagement and make First Direct the best place to work. They have a Best Place to Work team designated to making coming to work at first direct a fantastic experience. Some of their previous events have included a football themed month to tie in with the World Cup which saw an inflatable table top football in the car park, a keepie uppie challenge with giant sized footballs across departments and a Wag Week with a nail and beauty bar and beauty gift stalls to appeal to their female population.

Whilst First Direct don't have a specific budget for fun and social events they have an overall engagement budget which looks at events and activities to drive up engagement and make First Direct the best place to work. They have a Best Place to Work team designated to making coming to work at first direct a fantastic experience. Some of their previous events have included a football themed month to tie in with the World Cup which saw an inflatable table top football in the car park, a keepie uppie challenge with giant sized footballs across departments and a Wag Week with a nail and beauty bar and beauty gift stalls to appeal to their female population.

Communications between management, directors and employees at Environmental Business Products ensure that employees know that they are thanked for their efforts. Monetary gratitude is shown on a case by case basis at the discretion of the management and directors.

At Environmental Business Products employees raise money for charities doing various events. This money is often matched by the company. Their Quality Team regularly work on how the company maintains its zero landfill policy and environmental systems. They are conducting a carbon footprinting assessment to see exactly what their carbon output is and their company is based on the reuse of already existing products. They have ISO accreditation for Quality and Environment and to date they have saved 50 million inkjet cartridges from landfill, by collecting them through their recycling schemes for reuse through remanufacturing. Through their recycling schemes Each One Counts and Support Your School, they promote environmental good practice to the general public as widely as possible and offer a free service where they pick up empty cartridges from addresses all over the UK or send free post recycling bags out to the public to post their items back to them.

Management tool kits/resources are included in the Performance Management Appraisal System. People Managers have management training NVQs and professional qualifications which are paid for and support by CHG. There is an on the job training buddy/mentor allocated to all new staff as part of their induction. Housing Diversity Network Coaching and Mentoring Programme is offered to all staff.

CHG has established robust systems of training and personal development in operation. This is underpinned by a rigorous system of planning, delivery and evaluation of training programmes which help inform future training decisions. Investment in staff is delivered through various methods of training e.g. courses, professional qualifications through day release, open university or night school, personal development and on the job training/induction.

Colway Ltd provide life assurance and a long term sickness benefits. If an employee is off for more than 26 weeks, they can apply to have up to 75% of their current salary paid through our provider company. They offer non-sickness bonus days. This gives the employee the chance to earn an extra days holiday. The company also have a strict policy that staff must take holidays and lunch breaks. The company offer a health screen to their staff and have Whizz-Kidz fund raising where some employees run marathons. Their new sandwich provider RED BOX offers more healthy lunch choices for employees.

Leaders and senior management are approachable, honest, positive, open regular team meetings, project work, client specific discussions and the quarterly 'becoming better managers' forum. They conduct an annual director's road show where they update all employees on the company's performance, targets and plans for the future. They also have a monthly MD forum; employees in small groups of 4/5 meet with the MD on an informal basis to discuss how the company is going and any key issues in the business.

The Carphone Warehouse have an internal training academy and they run workshops on a bi-weekly basis in their support centre. Topics include Problem solving, Insights discovery, Time management, Influencing skills. They have also designed a two day management development programme in partnership with Lane 4 Managing the Best Buy Europe Way Managing the BBE way is delivered in the UK by the MD team. Any people managers from CPW or Best Buy can attend. The workshops run each month, at locations across the country. This is an exciting programme, that will challenge every leader and allows the freedom and openness to take your own personal plans and tactics back to your team

The Carphone Warehouse have an internal training academy and they run workshops on a bi-weekly basis in their support centre. Topics include Problem solving, Insights discovery, Time management, Influencing skills. They have also designed a two day management development programme in partnership with Lane 4 Managing the Best Buy Europe Way Managing the BBE way is delivered in the UK by the MD team. Any people managers from CPW or Best Buy can attend. The workshops run each month, at locations across the country. This is an exciting programme, that will challenge every leader and allows the freedom and openness to take your own personal plans and tactics back to your team

Through their self service HR information system, all employees can access their total reward statement. This provides instant and current access to Information on all aspects including their salary and benefits package. They have an in-house smoke cessation programme delivered by the NHS to help employees quit smoking They have an NHS delivered Weight No More Programme for all staff to promote all aspects of healthy eating and weight Management. In addition they have a food co-op which delivers fruit and vegetables to our HQ office on a weekly basis. As part of our wellbeing week, we have held food cookery demonstrations to promote health eating options and dishes and our staff cafe sells healthy food options as part of its menu range.

Business and Enterprise North East have an Environmental Group drawn from a range of staff from across the business who undertake their role on a voluntary basis. Their role has involved the development of the Environment Strategy which sets out their long-term commitment to the environment. It describes success, proposes performance targets and identifies issues and solutions to overcome them and covers, carbon management, sustainable procurement and consumption, protecting the environment and people strategy.