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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Financial Services
Bumper International
Managers are empowered to develop their skills through structured opportunities like LinkedIn Learning courses and comprehensive “Managers How-To” guides. The Bumper Levels framework also helps managers support their teams' growth, ensuring they have the tools to provide meaningful feedback and guide their colleagues' success.
The annual three-day retreat brings the Bumper team together in locations like Lisbon or rural France. This event allows colleagues from different departments to reconnect, get outside, and reset, fostering stronger relationships and a more cohesive and collaborative working environment.
Teams are encouraged to engage in physical activities together, such as walking for charity. The ‘Celebrating Cultures’ initiative promotes an inclusive environment where teams and residents embrace different cultures. The 'Sprinkle of Cinnamon' project also unites team members to make residents’ wishes come true, fostering a sense of shared purpose and camaraderie.
In addition to a competitive 3.5% pay rise for care team members, the company’s career structure is a significant part of its reward strategy. It also offers the 'Spice of Life' benefits programme, which supports employee wellbeing, purchases, health, and pensions, ensuring a fair and rewarding employment experience.
Every year, Aquavista chooses a charity to support. This year is Young Lives for Cancer. The organisation hosts numerous events throughout the year to raise funds, including a walking challenge and its summer market.
Aquavista provides managers with a combination of face-to-face and online learning covering both practical skills around the employee lifecycle as well as understanding behaviours and the links between behaviour and performance. The focus is on getting the best from your team as a Manager.
At Bayfields Opticians and Audiologists, managers are equipped with the tools they need to support their teams effectively. The internal programme 'Greatness Starts with You' underscores the importance of supportive, trusting, and caring management in creating a world-class practice.
With regular Team Member Roadshows fostering collaboration and team spirit, Bayfields Opticians and Audiologists ensures that fun and a sense of belonging are integral to the work environment. The values awards further recognise and encourage team efforts.
The organisation strongly believes in the importance of developing its people. On an annual basis, everyone sits down with their manager to have a development conversation and produce Personal Development Plans. Those identified as future talent can also access additional funds and ElectraLink is currently supporting three employees through their MBA.
In 2023, ElectraLink introduced its Leadership Academy which is mandatory for anyone with line management responsibilities. It covers topics such as fair and inclusive recruitment, leadership styles, engaging your team, emotional intelligence, metrics, performance management, managing through change and building, and sustaining successful and high performing teams.
Brewhouse & Kitchen offer manager apprenticeship schemes, including courses such as Hospitality Manager and Operational Manager. The organisation also has a Leadership Academy, where its leaders of the future are taken through an 8 week programme.
Utilising Yapster, teams can keep up to date and communicate with anyone within the business. Brewhouse & Kitchen use the app to announce employee recognition of "Legends" programme, communicate any new menu items to drum up interest, and any key business change messages.
Each year the organisation produces a Learning and Development Calendar which advertises all learning opportunities that all staff can sign up to complete. The courses on offer vary from funded courses through the Flexible Workforce Development Fund, inhouse developed courses, and external courses that the organisation has sourced.
Caledonia Housing Association has a defined set of leadership competencies for each level of managerial role. These are clearly linked to both the strategic priorities of its business plan and our cultural values and behaviours. Its development planning process for managers links an individual's learning goals to the leadership competencies that apply to their position.
There are two company holidays per year and a chance for employees to win a luxury spa break for themselves and a guest. At Masentó Group's yearly AGM, it award its 'Top Billers' and 'Living The Values' winners with trophies, champagne, and a chance to win a luxury watch.
Masentó Group's leadership team are engaged on an 18-month programme of one-to-one coaching and group sessions with an external company. Some of the topics covered are the power of influencing, embracing discomfort, understanding the different personality styles of their teams, clear communication and being accountable.
The organisation’s Aspire programme provides development opportunities for all. Through its talent and succession process, Noble Foods seek to highlight future talent and unsure development plans are in place to nurture this. The company also runs a number apprenticeship programmes.
The Noble Leaders Group have a specific Aspire pathway which covers management and leadership, time management and presentation skills and is delivered through formal programs, coaching and action learning sets. Elements of the NLG pathway are then delivered to wider management groups.
Petty Pool’s uses rewards and recognition to encourage its employees to start living, demonstrating its values and empowering others to do the same. It hosts yearly awards in four organisation value areas and a couple of fun spontaneous recognition awards with all staff across the organisation.
The Trust has an emerging leader programme which includes coaching, training, and developing its top talent. Managers also receive mentoring with senior leaders who have an open door policy where managers can get advice or guidance when it's needed. Petty Pool encourages managers to network with other organisations to support best practice.
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