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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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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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Hobbycraft

The Head Office at Hobbycraft runs a 'Summer Fete' where all teams build their own fete game with food and drink provided for colleagues and for them to take the afternoon to enjoy some downtime, playing games and interacting with other teams. All money raised was donated to Hobbycraft’s charity partner.
The organisation currently has development programmes in place that create a pathways for colleagues to progress to Team Leaders by completing a set of competency tasks that are both demonstrative and theoretical. Alongside this, it has a programme for Assistant Managers to progress to a Territory Managers in the same way.
Artisan Colleagues receive enhanced pay rates as a result of their skills and unique crafting talents. The organisation also shares any profits made from designs or products that the Artisan Colleagues design. This has resulted in some colleagues receiving over £5000 in addition to their wages in the past year.
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Retail

HARMAN technology

HARMAN’s manager development programme is completely bespoke, and is delivered and composed by its inhouse team. The programme builds on external best practices, effecting management practices, and linking neuroscience with behaviours.
To recognise the hard-work and success of its employees, HARMAN Technology uses a ‘thank you’ scheme where employees can receive cards and vouchers for how well they have performed and lived by the company’s values.
The organisation matches any contribution made to their chosen charity. It also continues to support CAFT (The Children’s Adventure Farm Trust).
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Manufacturing

Capsticks

Capsticks holds regular in person events by division, office, and firm wide. These include summer parties, Christmas parties, annual awards, and events organised by its employee network groups to recognise and celebrate specific events such as Ramadan, Pride and South Asian Heritage month.
Each legal role has a set of competencies which are displayed on the firm’s intranet. Capsticks has an open, transparent promotions process which it runs twice a year, in May and November. Upon promotion to Partner, a mentor is assigned, coaching put in place, and additional training on finance and business development is given.
The Capsticks Academy offers a range of learning resources developed and delivered by both in-house experts and external specialists. It also provides business skills masterclasses including; People Management, Time Management, Work Management and Protecting your Wellbeing, Delegation, Trainee Supervisor Training, Appraisals training, Mentally Healthy Leading Manager training and Reflective practice forums.
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Law

Bible Society

The organisation provides access to private health insurance, and promotes health cash plan webinars which employees can sign up for that promote ways to exercise in the office. It have also upgraded and provided access to our orchard for employees to sit and relax and host meetings.
Since 2017, Bible Society has partnered with Knowledge Brief to deliver an inspirational, accredited management programme. Successful candidates obtain a Chartered Management Institute (CMI) Level 3 or 5 Certificate/Diploma in Leadership and Management. Seven managers have completed their Level 5 programme with distinction and two aspiring managers have completed their Level 3 programme.
Bible Society has a partnership with Salmon Swimming, which specialises in empowering companies to integrate values-driven culture and strategy. Two newly promoted managers completed Salmon Swimming’s ‘Altitude’ specialist course, a one-year course for individuals aimed at rapidly accelerating their growth. It has also rolled out 5 Voices training to understand how to communicate more effectively.
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Charity's

Oxfordshire County Council

The Council has a wellbeing action group with employees representing all areas of the organisation. It uses many avenues to communicate its wellbeing offerings, including colleague networks, lunch and learn activities, first person pieces (shared lived experiences), fortnightly staff messages, Yammer, chief executive emails, and through an employee events calendar.
The Council’s ‘Essential for Managers’ induction programme covers key skills and behaviours expected of managers at the council. All new managers are offered six coaching sessions, completion of which leads to an externally recognised certificate. All modules also support the L3 and L5 apprenticeship in leadership and management.
Oxfordshire County Council utilises a recognition platform that allows employees to ‘high five’ each other based in its corporate values. The high fives appear on a news feed to all employees and provides recognition. Directors also provide quarterly awards to those with the highest number of high fives in each category.
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Not For Profit Body's

Property Hub & Portfolio

The organisation offers an EAP provided through its Healthcare provider and healthy snacks are provided in the office along with sweet treats for those occasions when only a donut will do! It also has a dog friendly office which it finds has a great impact on office morale!
Portfolio and Property Hub runs a monthly Managers Breakfast where managers are able to learn new skills and techniques. Senior Leaders hold weekly meetings with managers and HR hold one-to-one meetings with all line managers monthly for a check in to identify where interventions may be needed to support emotional and mental wellbeing.
In addition to quarterly in-person whole group meetings, Portfolio and Property Hub’s CEO provides regular weekly updates through a group wide call. The organisation also has a longer monthly update call where all the department heads can update the whole business on where their focus is.
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Financial Services

Carparison

With a focus on ensuring all teams know how each department works, when a new starter joins, the last department they spend any time with is their own. They spend a whole day with each of other departments, learning how they function together and feed the department the new starter is going to work in.
As well as supporting managers through internal coaching and mentoring, the organisation has recently engaged with an external training provider to provide management training to its middle managers. Furthermore, the organisation has ensured that employees have access to Mental Health First Aid training.
The organisation has recently implemented a pay award scheme. This scheme was the direct result of the current cost of living crisis and has a focus on applying a higher percentage financial award to those employees who are the lower earners within the organisation.
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Automotive

The Recruitment Group

The Group is deeply invested in providing personal growth and development opportunities to its management teams, offering a Level 3 apprenticeship programme in management and leadership and a comprehensive six-week training programme for branch managers. These initiatives provide opportunities for skill enhancement and career progression.
The Group has an Employee Assistant Programme which all colleagues have access to. Employees can access counselling services 24/7 and a wide range of self-help plans from debt management to improving sleep. The organisation also has a number of Mental Health First Aiders across its branch network that provide further support.
The Recruitment Group foster team spirit through pulse meetings for branch managers, regionals and head of departments every 3 months. Weekly teams meetings with branch managers and regional managers, and the sales team help provide organisational clarity, and yearly awards evenings with dinner and accommodation provided celebrate the employees who have live the Group’s values.
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Recruitment

DF Capital

DF Capital provides its employees with ample opportunities for growth and development. Over the past couple of years, the bank has invested an average of £1,337 per employee for development, offering access to a learning platform with over 16,000 online courses. The platform is actively used by 95% of its colleagues.
The leadership team at DF Capital upholds and promotes company values in daily operations and decision-making processes. They communicate these values consistently through team meetings and company announcements, fostering a positive and cohesive culture within the bank.
Managers at DF Capital are supported through leadership development programs, a suite of wellbeing services and tools, and real-time manager training sessions and briefings. This comprehensive strategy empowers managers, facilitating a supportive, trusting, and caring environment for their teams.
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Financial Services

Technology Services Group (TSG)

TSG champions lifelong learning, with a dedicated training team and online portal, MyLearning, supporting employees in their developmental journeys. Through a blend of classroom workshops, online learning, coaching and mentoring, TSG provides ample opportunities for skills enhancement and career progression.
At TSG, team spirit is fostered through a dedicated sports and social network, which organises various activities from quiz nights to walking challenges. The company's internal recognition scheme, Purple Stars, also contributes to a sense of camaraderie and mutual appreciation among team members.
Managers at TSG are encouraged to develop their teams through a structured management development programme. They receive training in key operational skills and have access to resources on the Learning Management System. Regular coaching and performance management training ensures effective leadership.
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Technology

St Martins

St Martins follows the National Joint Committee salary scale. All roles are linked to a job family which has a number of points which team members move up annually on 1 April. In 2023, the NJC increase was substantial, with the lower paid ranges receiving a 7% increase.
St Martins was part of a team which worked with the local community to prepare a communal garden for its 100th year anniversary. This involved a group of team members working alongside the community and the purchase of a tree. It has also planted several trees as part of its commitment to the Queens Canopy.
The Director of Operations holds Team Leader and Manager development sessions on a regular basis. This is an opportunity to discuss issues and ask questions and ask advice with peers in a safe and confidential environment. Most recently a longer session was held covering performance management, disciplinary and capability.
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Charity's

Selco Builders Warehouse

The management development programme, Rising Stars, comes in three, 12-month courses: bronze, silver and gold. Delivered by an external company, the content is written by Selco. A staff member starting on the bronze programme could be a deputy manager by time they finish the gold level.
Engagement days with different themes take place across the whole business about four times a year based on a different theme. Each team celebrates the theme in their own way and events are posted on the company's communications platform.
Staff rate lifestyle benefits more highly these days, so the company has increased holiday entitlement, extended the amount of people for whom it provides private healthcare and made a free health-cash plan available to all 3,000 employees.
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Retail

VoucherCodes

VoucherCodes offers a variety of learning and development opportunities for employees, such as DE&I management training and a mentoring scheme. They also encourage personal development time, allowing employees to utilise their skills and advance their careers.
VoucherCodes encourages team spirit and belonging through inclusive social events and team competitions. The weekly trivia quizzes and charity-driven step challenges ensure a fun and collaborative atmosphere within the team.
Managers at VoucherCodes are supportive and caring, ensuring their teams feel valued and heard. They actively engage with the employee suggestion box, addressing suggestions and fostering an environment of trust and transparency.
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Technology

Ocean Holidays Limited

The organisation conducts monthly company meetings for all employees. Each session delivers clear information about the current business status and plans and forecasts for the months ahead. Ocean Holidays also hosts guest speaker events to educate and share knowledge, and its annual Summer and Christmas parties, both of which are fully funded for all employees.
Ocean Holidays supports Haven House Children’s Hospice and raised over £100,000 for the charity. It regularly organises fundraising events, including sponsored walks, quiz nights, fancy dress competitions, and its annual Rudy's ramble.
Ocean Holidays partners with EveryMind at Work, who run webinars on all forms of mental health and help managers to support their teams. The organisation also has trained Mental Health Champions who play a proactive role within the company and are able to sign post individuals to the get the support they need.
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Leisure & Hospitality

Mane

To ensure that all colleagues have clarity on the organisation’s mission, vision, strategy, and values, Mane’s leadership team provides an annual update during an end of year presentation, as well as monthly 'wash-ups' to keep team members in the loop on performance, progress and plans.
Mane is a member of The Recruitment Network (TRN) which provides managers with the opportunity to network amongst others in the industry who will be able to share experiences, insights, and other perspectives. TRN also has some useful content around management development and support which the organisation’s current and Future Leaders can access.
Mane reviews employee performance based on value driven career pathways. The organisation also offers colleagues the chance to attend an all-expenses paid trip abroad (recent destinations include Las Vegas and New York), which is achieved by hitting an agreed financial target. The trip serves as a huge motivator for high performance.
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Recruitment

Imperial Corporate Events

Monthly wellbeing events focus on different aspects such as mental, physical, and financial health, offering workshops, classes, and seminars to offer holistic support. For instance, employees can participate in activities like massages, Zumba classes, or nutrition workshops to promote physical health. Additionally, all employees have access to an EAP, providing confidential counselling and support services.
The organisation internally designed and delivered a series of management training sessions as part of a management development programme across 2022 and 2023. The management programme included leadership styles, conflict resolution, motivating teams, change management, crucial conversations, problem solving, planning & delegation and best practice.
Frequent out of the ordinary company-wide team building events support interaction between employees. For example, last summer employees took part in a fire walk. This Halloween the organisation created its own 'squid games'. Each event was based on team work and working with other employees to help build inter-team relationships.
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Business Services

Hollywood Bowl Group

CEO, Stephen Burns, holds regular listening groups and is dedicated to acting on the feedback and makes sure he communicates actions taken through ‘You Said, We Did’ updates. He visits sites on a regular basis, celebrates success, interacts with teams through the organisation’s internal communication platform, and operates with an open door policy.

Exciting opportunities are provided for management secondments. They allow those who aspire to be a manager to take on the role in a safe environment, where they have the autonomy to make their own decisions while being supported by a mentor. They also share in the company's success through its performance bonus scheme.

The organisation’s Cultural Induction and our Behavioural Wheel Roadshow is delivered to all new starters. Its Culture and Development team are dedicated to shaping the training and development required for its teams. Last year the organisation ran a number of workshops and bespoke training for anyone across the business that had a specific training need.
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Leisure & Hospitality

Gill Jennings & Every LLP

The Practice Director has line manager responsibility for the management team and has introduced agile working, new management roles, and manager coaching. Managers have regular one-to-ones with the Practice Director and regular social and work events including brainstorming sessions, whereby they can get together as a team, strengthen relationships, share ideas, and have some fun.
The firm supports administrative staff and fee earning staff to sit professional intellectual property qualifications. This year, it completed two new training programmes. One supporting the wellbeing of associates, the other supporting senior associates and helping them to manage their careers so that they can achieve their career ambitions.
Everyone who has passed their probationary period is eligible for a bonus. The amount each person receives is based upon the success of the firm, the success of the team in which they work, and their own personal contribution to that success. This approach encourages collaboration and team work.
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Law

First Choice Homes Oldham

The organisation maintains its culture in a number of ways including sustaining a strong that unifies its teams; following its corporate plan, its ‘Big Plan’, to provide day-to-day strategic direction for all operations; and embedding its established ‘We Are FCHO’ values and behaviours into everything that we do.
The organisation introduced Manager Tool Kit sessions covering a range of people management topics. The Thrive Leadership Development Programme was rolled out to all managers with an ongoing programme developed to provide the core principles to any new managers that join the organisation to ensure consistency of approach in the future.
Managers send handwritten cards to colleagues' homes to recognise when they have performed well. They can also reward colleagues with gift vouchers up to a value of £25 where they have gone above and beyond what is expected.
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Housing Associations

Consumer Intelligence

The organisation recognises employees regularly. Each month, Consumer Intelligence gives recognition awards at all company meetings. These are based on “high fives” (a peer-to-peer recognition tool) that speak to the company’s culture and values.
This year, Consumer Intelligence published its Charity and Volunteering Guide which gives suggestions for volunteering and details on how to use volunteering days. Most recently, individuals have been making use of their company volunteering day to work with the RSPCA and NHS.
This year, Consumer Intelligence completed a 6-month coaching programme available to managers to learn how to have more dynamic conversations with teams and peers. It has also recently rolled out DISC insight profiles across the business which supports managers in understanding their behavioural tendencies and needs, as well as those of their teams and peers.
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Marketing & Media Agencies

CAE Technology Services

Among its many wellbeing initiatives, the organisation offers employees the opportunity to be part of the CAE Technology Services book club where new books are recommended and discussed by employees. At its HQ, the organisation has a games room, prayer room, and wellness room available for all employees to use at any time.
Creating a coaching culture has been a big focus for the organisation over the last 24 months. Two years on and its internal coaching programme thrives, with almost 20 coachees signing up and being partnered with a coach of their choice for the following 12 months.
CAE Technology Services regularly brings it people together for events including charity fundraising activities, internal team events, and social activities. These activities and events could be fun, such as Macmillan Mighty Hike, Golf and Spa weekend, watching the NFL Super Bowl final at the office, or getting together for the organisation’s annual Mid-year Momentum event.
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Technology

Birkett Long LLP

Birkett Long rewards staff in many ways, including through team thank you finds which team leaders can use to recognise and reward their teams. The organisation also offers all its people access to Unum, an employee benefits package that provides benefits and wellbeing support to all employees and their families.
All managers at Birkett Long undertake Management Training, with the organisation facilitate full day courses or a series of development programmes. It also provides futher training to managers on subjects such as stress at work, menopause, mental health training, managing remote team members, wellbeing at work, stress and resilience, reward and recognition, and employee
The organisation’s Continuous Performance Evaluation scheme consists of four check-ins and is a structured platform to discuss growth, set objectives, and plan development. Each check-in reviews the objectives and allows management to work with the employee to achieve their goals.
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Law

The Morson Group

Morson Group's managers provide robust support to its teams, with initiatives like the HR for Line Managers course and regular 'HR Check-ins' fostering open communication and effective issue resolution.

Leadership at Morson Group is proactive and responsive, with regular town halls, focus groups and one-to-one sessions with C-suite directors ensuring that employees at all levels have a voice in company policy.

Morson Group's commitment to wellbeing is demonstrated through its weekly yoga sessions, mental health first aider training, and comprehensive menopause support framework, all aimed at fostering a supportive and caring environment.

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Recruitment

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