What are companies doing with regards to 'My Manager'

Monthly and quarterly financial awards to specific employees for specific achievements (best deal, greatest case study, highest rated deal, best team work etc.).

All of the staff at Town and Country Housing Group are familiar with the vision and values of the group, there are posters all around the building and all new starters receive a copy of the vision and values in their induction pack. The values are replicated on mouse mats, calendars and even sweets! that are given to new starters. The values were central to the development of competencies for managers and staff and to the development of the customer experience programme. Living the values is a key theme and links into the company's customer service goals; responding to queries promptly, respecting others, being responsive and taking ownership. The values are also held on the website and are part of the golden thread that links what Town and Country Housing Group do in terms of service delivery to their values. Pride is the first value and the one most people identify with. The Buddies, who mentor new staff, go through the values with them at a face to face meeting. New managers have a delivery plan that stems from the company vision and values and is monitored through the leadership group on a monthly basis. The company's internal training programmes will also be aligned more closely to their values from next year.

The company invest in external training and ensure they have the tools needed to drive sales and get the most from their teams. Managers have regular reviews and clear objectives to ensure clarity and success day to day. The company celebrate all successes within their brand.

As well as the initiative details in section 5.5 the Company offers free fruit in logistics and head office, there are health checks available through local council gyms and we provide prostate and breast screening to employees in their 40s who would not qualify for NHS screening. Company walks are an opportunity for people to exercise in work time. The onsite restaurant cooks healthy meals every day with calorie count and fat content published so that people can make informed choices.

Technetix host work experience pupils from schools in the local area. Pupils spend a week within a department of their choice, learning about careers in the industry and gaining insight into real-world environments.

The company believe that their shift flexibility is a key benefit. Employees have to work a number of pre-agreed core hours, but are then free to select hours that give them a good work/life balance. This means that they have predictability of working hours, but also flexibility if they need to have a special day out with the children or simply make a doctor's appointment. The company's technology also supports shift ‘swapping' which means that employees can reach out to colleagues to swap shifts, giving even more flexibility to achieve the best work/life balance.

The senior management teams are always out and about in the business on a daily basis engaging with the frontline teams and managers. Bound by the 'manager promises', these are promises that frontline teams wanted the senior team to make as they felt it would improve their relationships and working environment. The executive team keep the company values alive through reviewing progress of their managers on a regular basis and creating development plans and objectives that work towards our overall goal.

The company are working with Form the Future ,a Cambs-wide educational charity to support various educational outreach activities. They have sent volunteers to participate in mock interviews with students at a local secondary school, run a CV writing workshop, and an interactive STEM careers workshop, and invited 20 students to visit Redgate where they'll spend time learning about four different projects. The company has just started to partner with Chesterton Community College to help their head of computing design and deliver a Computer Science curriculum for years 7 to 11. The company is partnering with Simprints, a local non-profit delivering hardware to help healthcare workers identify patients in the developing world, on a week-long project to rewrite some of their key software. The company also has a long-standing relationship with Romsey Mill, a local charity supporting young people and families, and offer them help throughout the year. The company donate their old computers to Afrinspire. There is also a volunteer day where every member of staff can spend one day a year volunteering on any charitable project they like.

In 1995, Tom Watson, Vice Chairman of Omnicom Group Inc., with Harvard Business School professor Len Schlesinger, created a global leadership development program, Omnicom University Senior Management Program (SMP). Today, the program is regarded as one of the pre-eminent executive education experiences and one of the major sources of “cultural glue” for the Omnicom network. RAPP sends the Leadership team to SMP. SMP is a two-year commitment which includes action learning and peer problem-solving dialogues. Students attend a six-day Undergraduate Program, followed by a four-day Graduate Program a year later. Students are required to identify and implement a Personal Strategic Change Initiative between the Undergraduate and Graduate programs that will have significant impact within their organisation. The Senior Management team also attend the Advanced Management Program, AMP. AMP introduces future leaders and “rising stars” throughout Omnicom to the core principles of managing a professional service firm and the Service Profit Chain, the core management framework we use at SMP. In addition to affording participants a world-class development experience, AMP provides a new form of recognition and retention for key managers, an opportunity for these managers to forge relationships with other talented individuals within Omnicom, and an additional source of support for returning “apostle” SMP graduates as they endeavour to affect change within their organisations. As with SMP, these three-day sessions use the case study method to stimulate discussions of issues and trends that challenge our industry.

The company reminds employees of the vision and mission every time we meet at every town hall so they are constantly focussed on the bigger picture.