People Managers Matter

Abraxas have flexible working solutions, private health care and agreements with local sports facilities.

Abraxas have flexible working solutions, private health care and agreements with local sports facilities.

To support employees' well being Abcam have fruit delivered twice a week and they have an interactive health and safety policy as well as a Staff Forum.

Managers are supported and developed through external and internal training and internal support and coaching.

As a small organisation the teams communicate and meet regularly, despite the geographical spread. Along with the functional away days this helps to promote team work and community.

Support is tailored to individual needs rather than a global approach. There are a variety of training interventions from courses and external training to international opportunities. Employees start their development before they are managers by the Key Replacement programme and Aspiring Leaders.

The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.

The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.

To ensure that ZED Media teams work well together they have many offsite team building days, team competitions and team charity days.

ZED Media draw up individual training plans for all members of the organisation on week one and these are reviewed/updated quarterly. Courses are also tailor-made, they don't just use existing training (internal and external).

Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.

Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.

There are three days off site Global Management training for all managers with an external coaching and leadership expert. They also receive 'Manager Evaluation' which is feedback from all reports followed by a one to one with HR Director.

Workshare build strong teams and hold team building days. All teams have budgets for separate team building events. The sales team recently went Go Karting in San Francisco after a training weekend.

Where possible staff are encouraged to work from home and there are a range of shifts to suit working families. Job sharing is available where possible.

The Directors and Senior Managers in Business work alongside our teams practically on a daily basis and there are close working relationships within the management team to encourage the development of high standards and a fun culture.

Individual contributions are recognised with a number of awards such as Branch of the Year, Most Improved Branch of the Year, Temporary Consultant of the Year, Permanent Consultant of the Year and Branch Manager of the Year.

Westaff believe in decentralised authority for managers and have empowered them to make decisions. Westaff conducted the first ever double diploma course with the ILM and REC for all aspiring managers.

Personal development is driven by the individual and is supported by the business. All employees undergo a rotation programme and have an annual Development review with their Line Manager which results in an individual development plan consisting of specific job related and personal development training.

Teamwork and collaboration is one of Vizeum's key values and as such it underlies everything the company do. 'People' is one of the eight key skills and behaviours expected at all levels and it embodies teamwork and collaboration.

Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.

Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.

TOR Homes offer flexible working and home working. To support employees' health and well being there is a generous sickness and annual leave allowance. In addition there is a Health Cash Back Plan incorporating medical and counselling services.

Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.

Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.

Team build events are available to all teams within the business, whenever they want to make use of them. Every mall person is eligible to benefit from The Mall's Discretionary Performance Bonus/Dividend.

To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.

To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.

Talacre have very specific Legal, Financial, Operational and Sales skills for their team to draw upon when required and they have ethical and honest working relationships. Health in Business is used to support managers with difficulties both personally and professionally.

Staff can receive praise and recognition in Heads of Department meetings and in Board Minutes and there are financial bonuses throughout sales departments, including receptionists.

Employees are rewarded for their efforts by internal recognition at award ceremonies and conferences. They can also receive staff incentives worth in excess of £350,000 and increased colleague discounts to 30% on Own Label products.

Stores, distribution centres and Head Office have participated in Superdrug's 'Bid for the Boss' campaign and the CEO has spent 16 days working on the shop floor, in distribution centres and in Head Office departments to get closer to the business.

Sunderland Marine have a caring culture towards staff. Employees have reasonable paid time off for domestic issues, flexible start times and Blackberry's and laptops are available for homeworkers.

Sunderland Marine provide sponsorship of fishing industry safety awards and blessing of the fleet in New Zealand. Charitable donations are given to local charities, schools and an amateur dramatics group.

Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.

Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.

Soha Housing have various healthcare policies as part of their Employee Assistance Programme. This includes healthcare, access to unlimited, free counselling and assistance to quit smoking.

Soha Housing encourage team work with job shadowing and secondments. Staff make presentations at Chief Executive Briefings to explain to others what they do in their role and multi-disciplinary teams have been set up to solve any issues or problems.

To support and develop people managers within SME Insurance Services Ltd they operate a flat structure. All senior staff, whether a supervisor or director, are approachable and happy to get involved at any level or part of the business.

SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.

For the first time this year Simplyhealth has included a Wellbeing Index in its annual employee engagement survey - Express yourself. The Wellbeing Index has allowed them to measure and actively prevent poor wellbeing amongst their employees.

Simplyhealth Group have worked hard to give Social Responsibility an identity for employees. Subsequently, Social Responsbility is known as 'Being The Difference' in Simplyhealth. Opportunities are provided for employees to be involved which is important to them.

As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.

As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.

Rectory Homes Limited are very supportive of family situations that require changes to normal working hours. Rectory Homes Limited do not believe in people working long hours other than occasionally and actively encourage them to take all of their holiday entitlement.

Rectory Homes Limited are very supportive of family situations that require changes to normal working hours. Rectory Homes Limited do not believe in people working long hours other than occasionally and actively encourage them to take all of their holiday entitlement.