What are companies doing with regards to 'My Manager'

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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North Hertfordshire College

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Mazda Motors (UK) Ltd

Mazda runs a Personal Development Planning process alongside the company's Performance Management process, this includes the capture of development needs and career goals, which the company collates and endeavours to manage.

Mazda runs a Personal Development Planning process alongside the company's Performance Management process, this includes the capture of development needs and career goals, which the company collates and endeavours to manage.

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Lloyd & Whyte Group Ltd

Lloyd & Whyte Group Ltd believe their charity work has been extremely rewarding over the last few years, and it has been something that everyone has been touched by and contributed to at one point or another. The substantial sums raised by the company's various nominated charities, have given people in the community the opportunities and support that people take for granted on a day to day basis. The company are collectively very proud of what they have achieved and can see the impact it has on others outside of the Group.

In order to communicate Lloyd & Whyte's commitment to professionalism, an objective to attain Corporate Chartered Insurance Broker status was set, and achieved in 2011. In order to deliver a professional service, Lloyd & Whyte firstly nurtures professionalism within its culture. Attaining Chartered status demonstrates to employees the value of professionalism, and the expectations go beyond the individuals to include the organisation itself. The company believe that working for a Chartered company also sets a standard for staff to work towards, improving motivation and morale. Since becoming chartered, development and qualification on an individual level has been adopted as a corporate objective. Investment in staff begins on day one, with the aim of new starters achieving CertCII within 12 to 18 months, if not already held. At present, over half of employees are studying towards professional exams, with an average pass rate of 80%.

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Living Ventures Ltd

Every summer a themed party is held for Senior Managers and Head Office Staff. Fancy dress is essential and accommodation and breakfast is provided for all. In July 2012, the company hosted a Prehistoric Party with campfires, dinosaurs, a free bar, a hog roast buffet, live music, fire breathers, a live band and a DJ.

Living Ventures Ltd's training is compulsory for ALL employees, no matter what their previous experience or qualifications are. Every member of staff undertakes at least 2 weeks training alongside a dedicated In Store Trainer. All Managers undertake a 10 week training period with departmental rotation before running a solo shift. The company also operates succession planning where the preference for internal promotion is paramount.

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Lexmark International Ltd

At Lexmark International Ltd, they have reward schemes, bonus schemes; provide job descriptions, development plans, pay reviews, performance management processes, organisation strategy.

Lexmark strives to be an environmentally responsible provider of products and services. From the way they design with the environment in mind, to how they engineer their packaging to reduce materials, all the way to the collection programs they provide and the company's environmentally progressive approaches to recycling. Lexmark's MD is a member of the local Chamber of Commerce where he actively participates in providing insights on key business areas.

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Lebara Ltd

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Kumon Educational UK

Kumon Educational UK provides an appraisal framework which includes details of the objectives for the forthcoming year. This is signed by both parties, to ensure that what is being requested is agreed and manageable. Through the objective process, Associates can earn up to 25% of basic salary through the achievement of objectives. There is also a Staff Recognition scheme, which runs at the end of the year to reward Associates who have gone above and beyond in their roles. In addition, Associates are rewarded ad-hoc if they go above and beyond the normal expectations, for example weekends away, retail vouchers, wine and flowers.

Kumon Educational UK provides an appraisal framework which includes details of the objectives for the forthcoming year. This is signed by both parties, to ensure that what is being requested is agreed and manageable. Through the objective process, Associates can earn up to 25% of basic salary through the achievement of objectives. There is also a Staff Recognition scheme, which runs at the end of the year to reward Associates who have gone above and beyond in their roles. In addition, Associates are rewarded ad-hoc if they go above and beyond the normal expectations, for example weekends away, retail vouchers, wine and flowers.

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Juniper Training Ltd

Juniper Training Ltd doesn't have a long-working hour's culture. Centres close no later than 4.30pm, and never open on weekends or bank holidays. The company have up to 30 holidays per year, plus bank holidays and attempt to grant as many flexible working requests as possible, with the option to buy an additional 5 days. Juniper send birthday cards to all members of staff, which each member of the management board sign/write a personal message. The centres have been refurbished to give staff a better working environment, and 3 of the centres moved to better premises. Juniper introduced free flu jabs, NHS health checks and cycle to work scheme. The company also hold birthday meetings where staff come together for an informal feedback meeting with SMT, have birthday cake & games and a half day finish. Several staff have late starts as they go to gym classes before work once a week. The company have held wellness sessions in centres, with one centre doing Zumba.

Juniper Training Ltd doesn't have a long-working hour's culture. Centres close no later than 4.30pm, and never open on weekends or bank holidays. The company have up to 30 holidays per year, plus bank holidays and attempt to grant as many flexible working requests as possible, with the option to buy an additional 5 days. Juniper send birthday cards to all members of staff, which each member of the management board sign/write a personal message. The centres have been refurbished to give staff a better working environment, and 3 of the centres moved to better premises. Juniper introduced free flu jabs, NHS health checks and cycle to work scheme. The company also hold birthday meetings where staff come together for an informal feedback meeting with SMT, have birthday cake & games and a half day finish. Several staff have late starts as they go to gym classes before work once a week. The company have held wellness sessions in centres, with one centre doing Zumba.

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John Bowler Group

The John Bowler Group has moved to brand new light, airy offices in the countryside with ample parking and a free, well equipped gym. The company also encourage a healthy work/home life balance – staff leave on time and are encouraged to go home and forget about work until the next day. The John Bowler Group believes that these two things have significantly enhanced the wellbeing of their employees.

The John Bowler Group have unlimited bonus awards and pay increases available to all employees for exceptional effort or performance. They have had employees in the past who have received 4 salary increases in one year, and an employee who was awarded a 25% increase for their substantial and consistent contribution to the company. The company also offer a suggestion scheme with £50 for any suggestion which is adopted.

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Jack Wills Ltd

For their store management teams Jack Wills held an Annual Christmas Conference which was called 'From Great to greatest, this gave all the Directors an opportunity to present their vision of what Great looked like. It was vital that the managers truly understood and could live the Brand. There was then the opportunity for managers to work together in breakout groups, giving them all a real sense of the standards expected, this was particularly important as they have been through a huge growth in the number of stores, and had many managers who were embarking on their first Christmas with Jack Wills and in some cases their first Christmas in Retail.

Jack Wills support the wellbeing of their employees in practical ways such as free fruit and drinks in their well equipped kitchens. There is also a gym available to all of their HO and DC employees which is open 24/7 and includes organised classes .They also offer flu jabs, table tennis and snooker facilities.

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