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My Manager

People Managers Matter

7 in 10 employees leave because of their manager - not the company. Strong manager relationships boost engagement, reduce turnover and drive growth
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Julia's House Children's Hospice

The charity promotes personal growth through comprehensive management training focused on self-understanding, leading others, and practical people management skills. In addition, the organisation offers bursaries for formal qualifications, fostering skill development and career advancement.
The charity's leadership is highly accessible, with the CEO hosting 'Virtual Coffee Mornings' to interact directly with staff. The leadership team's commitment to the CHILD values and open communication fosters a positive organisational culture.
Julia's House Children’s Hospice ensures managers are equipped with advanced interpersonal management skills. The charity also promotes open communication through initiatives like the Employee Forum and managers 'walking the floor', enabling employees to feel supported and trusted.
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Charity's

East Midlands Chamber (Derbyshire, Nottinghamshire, Leicestershire)

Managers at East Midlands Chamber identify ‘Stars’ to be put forward for rewards and recognition, helped to develop and retain its people. This is linked to a Future Leaders Academy that the organisation runs, with the next cohort of around 8 people are due to start in 2024.
The organisation puts on a number of management training sessions each year to help managers understand procedures within the organisation, and how to get the most out of their team. These include wellbeing sessions to build wellness plans, understand how to switch off, and the impact of food and exercise on health.
Learning and Development is supported through managers, specifically the quarterly review and appraisal process. Training course opportunities are shared with employees, and the organisation utilises skills audits and gap analysis to help identify areas for growth and development.
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Business Services

CF10 Retail

CF10 Retail offers a comprehensive professional development programme. The Microsoft Academy and annual appraisal scheme provide opportunities for skills enhancement. The company aims to promote from within, advertising internally for roles, ensuring a clear path for career advancement.
CF10 Retail has appointed a dedicated Wellbeing Officer to look after the health and welfare of the staff. The company also offers an Employee Assistance Programme, counselling services, and engages in initiatives such as yoga sessions and support groups, aiming to maintain a balance between work and personal life.
CF10 Retail ensures that its managers are well-equipped with essential skills through internally delivered management modules and access to further qualifications. Managers are supportive, recognising outstanding performance with nominations for the annual staff awards.
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Leisure & Hospitality

Car Benefit Solutions

Car Benefit Solutions offers its employees a range of wellbeing benefits, including BUPA PMI Insurance, a Medicash Health Plan, BupaTouch and Medicash virtual GP services, and an Employee Assistance Programme. It has also created clubs such as Men’s Mental Health Club and Book Club to support the mental wellbeing of its people.
Car Benefit Solutions has a volunteering scheme called ‘My Make a Difference Day’ where employees can take a paid day to volunteer with one of its charity partners. Employees have undertaken a variety of activities such as dog walking for Manchester Dogs Home and helping out at Bury Cancer Support Centres charity shops.
The organisation’s Leadership Development Programme provides support and development for the differing skill sets, experience, and capabilities across its leaders. Its three pillar programme also includes development for non-‘people leaders’ who it recognises as being instrumental to the company’s success, and their development is equally as important to Car Benefit Solutions.
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Business Services

Blood Cancer UK

Blood Cancer UK values continuous professional development, offering a mentorship scheme and a learning and development academy. These initiatives provide opportunities for personal growth, allowing employees to utilise their skills and face new challenges.
Blood Cancer UK prioritises employee wellbeing, with mental health first aiders running sessions for staff and wellbeing updates sent monthly. Employees are encouraged to set up welfare check-ins with their managers, promoting a healthy work-life balance.
At Blood Cancer UK, managers regularly meet and provide peer-to-peer support. They are trained to provide mental health support and manage remote teams, ensuring employees feel supported, trusted and cared for.
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Charity's

Blenheim Palace

Blenheim Palace rewards the hard work of its employee through a number of initiatives. In a financial sense, its annual pay reviews and employee awards provide permanent and one-off financial rewards. The organisation also hosts events such as parties, paid for sporting events and craft workshops, and more!
Blenheim Palace has a dedicated social and charity committee who organise staff events to bring teams together and to raise money for its charity of the year. It runs monthly events and so continuously raise money for its charities, as well as offering charities its knowledge and skills to support their goals.
People Managers are developed through Blenheim Palace’s bespoke People Managers Programme, with both internal and external face to face and online training. All staff further have a Personal Performance Plan with regular appraisals which forms part of their personal growth journey through the business, and includes any training or professional qualifications needed.
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Leisure & Hospitality

Alzheimer's Research UK

The Leadership Development Programme equips managers to effectively manage individuals and teams. Regular communication, trust, empowerment, and support from managers help create an environment conducive for employees to thrive.
The Senior Leadership Team at Alzheimer’s Research UK exemplifies the charity's leadership attributes, creating organisational clarity and keeping employees informed through various communication channels. The Leadership Attributes are integral to the organisation's culture, promoting a sense of empowerment and responsibility among employees.
Alzheimer’s Research UK promotes team spirit through initiatives such as StrengthsFinder and "Building a Team Brand and Shared Mission". These initiatives aim to improve team interaction, communication, and unity, fostering a sense of belonging among employees.
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Charity's

Acora

Acora, with its user-centric focus and #togetherwewin ethos, instils a sense of pride in its employees. Its hybrid policy and open communication channels add value to the organisation and allow employees to make a difference.
At Acora, managers are not just superiors, but mentors. Regular one-to-one meetings ensure employees feel supported, trusted, and cared for by their immediate managers.
Acora facilitates personal growth through its 'Getting the Basics Right' and 'Management 101' courses. These initiatives challenge employees, utilise their skills, and create opportunities for advancement.
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Technology

Access Community Trust

Managers at Access Community Trust uphold the core principles of Honesty, Excellence, Ambition, and Respect. They support their teams by regularly reviewing performance and aligning it with the organisation's values, thereby fostering a sense of trust and care.
Access Community Trust contributes significantly to society through various charitable initiatives. Its PINK Orange project delivers essential provisions to struggling families, while its Mental Health Crisis cafés provide free support to adults. The organisation encourages its employees to contribute to society by offering two paid volunteer days per year.
Access Community Trust's leadership team maintains transparent communication with their staff. The CEO and the Senior Leadership Team implement a communication transformation focusing on Purpose, Priorities, Process, Performance & Problem Solving, thereby creating a clear vision and strategy for the organisation.
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Charity's

Brown Recycling Ltd

Brown Recycling celebrate the wins, no matter the size, from service awards to certified awards, the organisation recognises accomplishments. It also invites outside engagement in forms of communication and team bonding days, taking interest in forming personal connections and embracing everyone’s individuality.
The management team at Brown Recycling demonstrate healthy behaviours and habits, encouraging employees to do the same. By normalising conversations that may seem daunting to some, they support employees to seek help wherever maybe needed, with the additional benefit of its health platform, access to help is manageable in a variety of different ways.
Brown Recycling supports the employees growth and development within the business. With support from its HSE and HR departments to external training, the organisation recognises potential and encourages growth however it can.
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Utilities

Henry Blue

Henry Blue offers all of its employees the opportunity to travel to cities all over the world through its incentive programme. Employees who achieve their targets and live by the organisation’s values have the chance to go on overseas trips to locations including Las Vegas, New York, and Dubai.
This year, Henry Blue is fundraising for Millennium Powerhouse Moss Side. So far, employees have raised £330 through a quiz night, volunteered for four days and helped with youth sessions, and raised money through sponsored runs at the Manchester 10K, Half Marathon, and Tough Mudder.
The organisation has recently partnered with an external training programme, offering its future leaders and managers the opportunity to develop and grow as leaders. This programme helps participants to learn the skills needed to encourage and motivate their teams. As such, Henry Blue hasn’t hired any external managers, with all roles filled through internal promotion.
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Recruitment

Connection Support

Connection Support brings its teams together through monthly office social lunches, value workshops led by the CEO, its Annual Awards Ceremony, and by attending and supporting community events such as Pride, and participating in fun fundraising challenges like running and climbing.
Managers at Connection Support have the opportunity to gain a Leadership & Management qualification through the Institute in Leadership & Management (ILM). Managers are currently working toward Level 3 and upon completion will achieve an Apprenticeship in Team Leading and an ILM Level 3 Diploma in Management.
Connection Support created a working group to focus on: Completing a suite of core competencies for all staff; Improving induction training; Improving overall training and development of staff; and Implementing development opportunities from the survey feedback sessions in 2023.
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Charity's

Waste Creative

Wellness app, Help@Hand provides the team with free access to therapists, wellbeing resources, an Employee Assitance Programme and more. Waste Creative also produces a Burn out Monitor report to identify the top 10 employees at risk of burnout. HR contacts line managers to ensure they're checking in on those who are close to burn out.
Employees promoted into a line management role are taken through a Management Onboarding session with HR. This covers, expectations, responsibilities, guidance, advice, and resources to help them in their new role. Furthermore, the organisation provides external management training and workshops, and access to manager development resources such as Agency Hackers and The Optimism Library.
Waste Creative organises monthly cross department socials such as dinner, bowling, and exhibition visits. It has held gaming tournaments in the office, has a fantasy football league, as well as a Waste 5 a side football team. It also celebrates individuals’ personal achievements and has thrown a baby shower/pizza party for someone on the team.
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Marketing & Media Agencies

The Abbeyfield Society

All employees of The Abbeyfield Society have access to a range of wellbeing initiatives. These include an e-voucher scheme, a generous pay review and enhanced benefits, an Employee Assistance Programme, and financial fitness advice.
All leaders participate in the society’s Leadership Excellence Programme accredited by The Institute of Leadership and Management (TILM) and endorsed by Skills for Care. The programme includes 24/7 access to the TILM My Leadership platform and a variety of learning initiatives to support continuous professional development. This includes workshops, blended learning and 121 coaching.
To support employee growth, the society provides access to an LMS containing multiple high-quality online learning courses, and career pathways. The organisation also offers apprenticeships and a leadership development programme.
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T(n)S Catering Management

T(n)S Catering Management encourages teams to get together and participate in activities, including rugby, archery, and off-site lunches. It has also organised for staff to go on food safaris to try amazing food, ignite ideas, and meet colleagues they would usually talk to on the phone due to working in different parts of the country.
T(n)S Catering Management offers an internal management development programme which covers a range of topics, including Financial Performance, Service Standards & Quality, Resource Utilisation, Compliance with all Current Applicable Legislation, Business Retention, Business Development, Menu and Concept Development, Staff Training & Development, and Supporting site KPI Management.
The organisation supports employee growth by looking to promote from within. One example of this is an employee who started with as an Operations Support Manager, and was subsequently promoted to Operations Director Designate following on from their promotion to Operations Manager eight years ago.
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Business Services

Recruitment and Employment Confederation

Working from home has meant that teams have had to get creative with how they interact with each other. During team meetings, games such as ‘behind the keyhole’ are played to improve engagement and communication. Teams also hold virtual drinks on a Friday where they get together and raise a glass to the weekend.
Managers are supported through training sessions that focus on the collective development of the organisation’s managers as leaders. Some of the subjects covered include the relationship between managers and employees, driving change, and selecting things that will make a difference – including the importance of self-care and wellbeing.
The CEO of the Recruitment and Employment Confederation provides regular communication to all employees, including a weekly update explaining how the business is doing and praising quality staff performance. The organisation’s leadership team operate an open door policy and have created an atmosphere of approachability and openness.
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Not For Profit Body's

Pavers

Pavers provides ample opportunities for personal growth through in-house training, external development opportunities, and the Pavers Academy. This focus on career development and skill-building ensures employees feel challenged and utilised.
Pavers operates a 'save to invest' scheme, rewarding employees' money-saving ideas by reinvesting into staff hourly pay. This, along with annual cost of living rises, ensures employees feel fairly treated.
Pavers fosters a supportive environment where employees feel cared for and trusted by their managers. Managers are accessible, with initiatives like "Ask the Boss" Facebook live sessions encouraging open communication.
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Retail

Novatech

The organisation provides quarterly team social allowances which enables people across the business to go out together. A number of teams also use gaming platforms to chat and play games together on breaks. This has all helped Novatech to bring people together, and improve connectivity and team relationships.
To support managers feel empowered to lead and develop their teams, Novatech offers manager development. It has two Managers on management CIM standard apprenticeships and has also launched its manager toolkit development programme which sets the standard for being a great Novatech people manager.
Novatech operates using a profit share scheme, allowing the organisation to share its success each financial year with its people. Last year, this meant everyone received almost £900 from this scheme. Novatech has found that this has motivated staff and helped them to feel more engaged with the business.
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Manufacturing

North Wales Housing

Employees are always kept up to date on organisational developments and colleagues' good news, as well as getting the opportunity to ask questions and feedback. There's an internal comms platform where staff can post photos and share ideas, quarterly staff briefings and listening sessions, weekly team meetings and regular formal and informal one-to-ones.

A focus charity is chosen annually, with the latest being RNLI Wales. There are several charity events throughout the year in and outside work. These have included dragon boat racing and family get-togethers. NWH also supports individual schemes to fundraise and organise their own community benefit events.

Managers can access external leadership training programmes via ILM or ION. Internal masterclasses offer guidance on line management and employment processes, and all members of the Senior Leadership Team are undertaking coaching and mentoring qualifications. NWH also provides secondment opportunities and the chance to work on cross-team projects.

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Housing Associations

Melin Homes

At Melin Homes, personal growth is integral to the work culture. Through the 'Passport to Housing' scheme, employees are assigned mentors to broaden their knowledge, fostering their professional development. The company also supports and funds professional qualifications for staff, promoting personal growth and career advancement.
Melin Homes is committed to giving back to the communities it serves. Through the Jump2 fund, the company supports local organisations that improve the lives of residents. The company's annual 'Zest in the Park' event promotes the wellbeing of the local community, underlining the organisation's commitment to societal betterment.
The leadership at Melin Homes encourages an open, supportive culture. Senior Management Team members regularly interact with the team and ensure they are in touch with on-ground activities. The 'Diolch' initiative allows managers to recognise and appreciate the hard work of their team members, fostering a culture of support and recognition.
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Housing Associations

Mademoiselle Desserts

Mademoiselle Desserts provides a range of wellbeing services and initiatives to its employees, including on-site Mental Health First Aiders, regular wellbeing newsletters, and monthly action calendars filled with wellbeing events.
Mademoiselle Desserts offers employees the opportunity to participate in both internal and external training that covers a variety of leadership and management subjects.
The organisation encourages its employees to regularly work in groups on how to bring its values to life. As an office based organisation, employees can communicate often and easily. The company further encourages regular team meeting, with engagement teams providing feedback to other teams.
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Food & Drink

M&DH Insurance Services

The organisation utilises Zoom calls every week to maintain contact and focus teams on their weekly objectives. Teams also regularly mix and attend nights out, meals, quizzes, and other events that are funded by M&DH Insurance Services.
The organisation has a third party coach who comes in a minimum of 2 days per month, hosting sessions with management to ensure they are confident within their job roles. Employees who have recently been promoted to management, or who have recently joined the company complete a management progress scheme.
M&DH Insurance Services offers rewards for employees that go above and beyond financial bonuses. Employees can earn rewards such as trips to Wembley, golfing at the Loch Lomond Golf Resort in Scotland, watching Cricket, and days out to London.
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Insurance

HG Ventures

HG Ventures has a running club open to anyone who wants to join in. In the summer, it holds a mini festival, either in the Cotswold countryside or a London park, to celebrate its successes. This year its summer festival included live music, traditional games, lunches, dinners, overnight stays in tipis, and group yoga sessions.
Management teams are able to own 24.9% of an enterprise they are leading. HG Ventures supports these business leaders with both financial support and business experience and with a modus operandi of how to develop the business; a set of 'Ingredients’ to follow that are agreed upon to accelerate growth while maintaining core values.
The organisation runs an Annual Incentive Trip which is open to anyone who hits 120% of their target. The trip, quite often skiing, is in recognition of the immense effort the individuals put into their roles over the year and a great way to let off steam and bond over a few days away.
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Recruitment

HSDC

Many managers are currently completing apprenticeships both internally and through the local university, and everyone at manager level has the support of an aligned people services business partner. Internal and external coaching is offered, as is a thorough induction process for new managers.

With the college based at three different campuses, the pandemic actually encouraged people to work together on platforms such as Microsoft Teams, without having to gather in the same geographical place. This had the silver lining of cutting commutes and preventing travelling time or traffic getting in the way.

CEO and Principal Mike Gaston posts weekly Moment with Mike vlogs and there is an informal evening Time to Talk meeting with the Vice-Principal. Senior leaders all work to metrics set against the college's Drive to 25 strategic plan, and this filters through to teams in terms of performance plans and objective setting.

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