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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
Pertemps Professional Staffing Network Limited has a training programme that has been rolled out and further developed over the past year. The programme trains managers around setting goals, coaching and recognising the importance of being a leader and role model.
The company has an Employee Assistance Programme (EAP) where all employees have access to a confidential Assistance Programme that is managed by an external supplier. They have "Break Out" areas in all of the company offices, these are areas where staff can get away from their desks at lunchtimes or for short breaks to relax or have informal meetings
Party Delights Ltd believe that by giving the employees a clean and pleasant working environment, along with a sensible working day (37.5 hours per week), work/live balance is maintained.
As Party Delights Ltd is a party company, they have regular events to coincide with celebrated occasions. These range from "Cupcake" week competitions, Red Nose Day events, and many others. These events build a great team spirit.
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.
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%.
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.
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.
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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