What effect will focus on the 'My Manager' factor have?
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
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Charity's
Devon Air Ambulance
Each employee has a monthly one-to-one with their line manager, fostering a supportive environment. Managers are also encouraged to attend essential modules focused on supporting performance and attendance.
Devon Air Ambulance places a high importance on employee wellbeing with a pastoral care team and Wellbeing Ambassador team in place. The organisation provides a range of supports, from counselling to surf therapy, emphasising the balance between work and personal life.
All managers have regular check ins with their line manager to encourage support within their role. Crafted also has a learning and development matrix which managers can access, which includes leadership courses such as Peerspective, allowing managers to benefit from a peer group-esque approach to development and coaching.
Crafted organise regular social and team building events to help develop interdepartmental relationships. Events include everything from summer parties and awards evenings, to gaming nights and craft evenings. The agency also took its whole team to the Crystal Maze Experience in London for a bit hit of nostalgia and team building.
Managers at Costello Medical are trained to support their teams, fostering confidence and wellbeing. Regular catch-ups and feedback, coupled with a dedicated HR partner for each division, ensure that employees feel cared for and supported in their roles.
Costello Medical cultivates a team spirit through group Teams channels for each division and office. Regular social breaks, divisional socials, and activities like fundraisers encourage camaraderie and fun, fostering a sense of belonging within the team.
CFG Law promotes a team-focused culture. It organises regular team building events like charity bike rides, sports days, golf tournaments and painting classes. These activities foster team spirit, fun and a sense of belonging amongst colleagues.
CFG Law believes in giving back to society. It organises numerous fundraising and awareness events such as the annual bring your dog to work day, charity bike rides and sports days. The organisation also supports local charities like the Spinal Injuries Association and Roadpeace West Midlands group.
Broadland Housing Association are part of a campaign called Independent East where it has teamed up with other Housing Associations to provide learning and awareness sessions on a range of subjects designed to develop employees by giving them awareness of certain situations that tenants or colleagues could be facing.
The business provides secondment opportunities for current employees to become Managers/Team Leaders or side step into a different area of the business which often leads to that individual doing the role on a permanent basis. It has ensured that new managers within the organisation have access to CIH training and other training they may need.
The organisation’s Early Careers Pathways are designed to upskill its teams from junior to senior roles in Front of House, Chef and Barista roles. It also operates 10 modules within its Managers Workshops package sharing best practice and senior manager skills, and managers can enrol in a variety of work-based NVQs from Level 4 onwards.
BM supports industry, local, national and international charities, including Springboard (helping young, unemployed and disadvantaged people make a career in hospitality, leisure and tourism), White Lodge Centre (supporting disabled people of all ages), Macmillan World’s Biggest Coffee Morning, Sport Relief, Comic Relief and the Kotukula Primary School in the Gambia.
Managers participate in a bespoke internal Leadership Programme of six modules over 12 months, developing core skills tailored to the culture. Regular welfare check-ins with employees on long-term sick leave and a visible, approachable leadership style ensure ongoing support and quick resolution of concerns.
Lively team talks feature Saturday morning TikTok dance challenges, which add an energetic twist and encourage bonding. Theme days like Wear It Purple promote fun and support important causes, while quarterly business updates and social events strengthen connections and foster a people-first culture.
ACT Training places high importance on staff wellbeing. The company employs a full-time Staff Wellbeing & Engagement Officer, provides dedicated weekly wellbeing time, and hosts various health-focused initiatives, such as Staff Health Week and funded counselling sessions.
ACT Training believes in giving back to society. Each year, the staff selects charities to support, organising various fundraising events. The company's commitment to community engagement is evident in its partnership with Business in The Community, volunteering at the 'Global Gardens' community project.
Birdworld's leaders are a key part of the day-to-day operations, working alongside their teams to support staff, guests and animals. This hands-on approach breaks down barriers, fostering a supportive environment where all team members feel comfortable providing feedback and sharing their views.
Birdworld empowers teams by involving them in daily operations and fostering an environment of direct, two-way discussion during weekly team meetings. This collaborative approach, combined with the "Good Egg Awards" peer recognition scheme, strengthens bonds and ensures that contributions are acknowledged and celebrated.
Managers at Zest are supported with a comprehensive Manager Toolkit, offering guidance on recruitment and performance management. This is complemented by proactive conversations with the People Team, along with ongoing training and development opportunities to help them confidently navigate their responsibilities and grow in their roles.
The company provides a fair deal through performance-related pay increases throughout the year. Additionally, a yearly bonus is awarded based on both company performance and personal performance, directly linking individual contributions to overall organisational success.
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