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
The company has trained in-house assessors and are now able to provide an apprenticeship to anyone within Carbon60 who would like to work towards a qualification within recruitment, business administration, customer service or management.
Carbon60 acknowledge that a sales environment can be stressful and their managers are trained in how to spot this. The company go above and beyond to remove as much work-related stress as possible and advocate seeking specialist support and guidance.
Chief Executive Officer Peter meets all new employees in their first week of employment and will take them for a New Start Lunch. This provides new employees a chance to get to know Peter and learn about his open-door policy.
Last year, the company conducted 'Stay interviews' with top performers across the business. The interview gives employees a chance to explain what is working well and not working so well, giving the HR and senior leadership teams an idea of what drives employees.
The BHA organises staff roadshows to encourage their London staff to attend regional roadshows to meet and socialise with colleagues. Their goal in 2018 is to have all employees attend one of three regional events.
The BHA organises staff roadshows to encourage their London staff to attend regional roadshows to meet and socialise with colleagues. Their goal in 2018 is to have all employees attend one of three regional events.
All managers have their performance reviewed through our internal performance review process. This involves a minimum of two formal review meetings per year in addition to regular one-to-ones.
Each team has a Christmas celebration paid for by the company that provides free transport or accommodation to all employees that wish it. They have a Santa's Grotto at the head office for employees with younger families.
Service managers have clearly defined key performance indicators that are monitored monthly. Performance reports are shared across the management team and discussed at bi-monthly management team meetings.
All frontline services have monthly externally-facilitated group supervision with a trained supervisor focusing on team dynamics and some of the issues that arise from their work with vulnerable people.
Better Places have a High Flyers incentive running every six months, offering the opportunity for a maximum of three people to win an all expenses paid trip to New York. This has been brilliantly received and has seen six employees and their partners visit New York in 2017.
When a new consultant joins the company, they are assigned with a senior person in the market they will be working in. The shadowing takes the form of listening to calls, attending meetings and learning as much about the candidate and clients over the first three-six months.
In 2017 they hosted a company conference for the London and Birmingham teams to help staff to get to know their colleagues better. Employees took part in the Enigma challenge, which consisted of 250 tasks covering all elements from mental skills to agility.
Aspire provide job shadowing for talent consultants in Birmingham as well as new starters, whereby they sit in on interviews for training purposes. In addition, new starters visit the London office in the first three months to learn and train on the job.
The firm provide and maintain dedicated rest areas. There are employee review and monitoring processes, with any concerns fully investigated. While working parents are on maternity or paternity leave, they're encouraged to visit the workplace with their baby to maintain contact with colleagues.
The business operate a staff discount scheme, pension scheme, life assurance, and a charities and communities fund. They also run motivational-speaking sessions. There's a quarterly employee review scheme focusing on contributions to the overall success of the business.
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