What are companies doing with regards to 'My Manager'

The provision of a Quiet Room has helped the wellbeing of employees. This is now provided in the Headquarters and the Greenwood Road Centre which contains 90% of the employees. This environment provides a tranquil space for staff to use anytime during their work time to reflect or have some time away from any stressful situations. The Trust has also provided excellent rest facilities for staff which provides free drinks and a place away from desks where they can eat in pleasant surroundings. The Trust has also introduced a no eating lunch at desk policy. This is to encourage staff to take a break away from their work to refuel and re-energise ready for work in the afternoon. The Trust also provides an employee assistance programme and talks on health subjects throughout the year.

At WWF-UK they strive to create an open culture and people are actively encouraged to put forward ideas, suggestions, proposals or problems. As well as having an open door policy where people feel comfortable talking through their views with colleagues, managers and senior managers, people get the opportunity to attend all employee talks at least six times a year where they can ask questions of the senior managers, directors and others in the organisation. They run drop-in sessions with project teams and directors so people can go along and chat through their thoughts and ideas on particular areas of work and/or topical issues. They recently ran a ‘Question Time' event where members of the Management Team answered questions as a panel. They also seek feedback through facilitated workshops and informal networks on key events and issues.

We have implemented a move from Nationally to Locally agreed terms and conditions. Giving us more flexibility to agree pay awards and shape our own benefits and T&Cs. We are also implementing a contribution pay scheme giving employees the benefit of having good performance rewarded. We held a very extensive consultaiton process to get our message across to employees, resulting in all our staff except one agreeing to accept our proposals.

Fishbowl reward scheme - The purpose of this scheme is to instantly reward behaviour that demonstrates their core CII values and /or shows development of personal competencies. It acts as an incentive as well as a form of recognition. Each department has a 'fishbowl' (lucky dip) containing tokens for a number of rewards such as; cinema tickets, lunch out, half day leave, shopping vouchers etc. A total of 10 rewards are placed in the bowl for each department (and are refreshed as used). When a member of staff is considered, by their manager or department head, to have excelled in demonstrating one of the values through their work, the staff member is invited to pick a reward. This reward scheme runs in addition to the regular bonus scheme and instant recognition (monetary) reward scheme. The scheme has proved popular with both staff and managers being well used with 63 rewards given since the scheme was launched in August 2010. The instant nature of the scheme and the fun and social nature of the rewards marks this scheme out from other rewards on offer in the organisation. It encourages staff to do their best every day and in every part of their work, not just when working on high profile or lengthy projects, and realise that this is recognised and valued.

To re-open the town centre following a programme of extensive improvements, a Pancake Race was held to raise funds for Sport Relief and Red Nose Day. Over 30 teams from the Council, outsourced services, partnership organisations and local businesses competed for the winners frying pan trophy. Teams forged new friendships, strengthened existing ones, honed their competitive rivalry and had great fun on their way to the podium. It was a great day for all the competitors and spectators.

All teams within the business hold regular team meetings to communicate and share information. To combat silo working, teams often invite colleagues from other teams to carry out training and provide updates at team meetings. In addition, managers are required to carry out regular 1:1 meetings with their employees to provide feedback and support. Managers within the Trust also encourage social events such as team lunches, birthday meals and evenings out to celebrate achievements and for fun!

Octavia Housing set up Octavia Foundation - an independent charity which has been running for many years. The aim of the Foundation is to improve the lives of individuals and communities where Octavia Housing operates. The Foundation operates numerous projects and grant programmes that help to meet one of 5 aims: to engage with young people and children i.e. through award winning media projects, to help with training and jobs i.e. they run an in-house employment and training programme, to involve the community i.e. organise a community festival and Christmas parties for the elderly, to advise on money and debt providing debt advice workshops and welfare benefits advice and support. The Foundation also operates 21 charity shops across London, which takes on volunteers and funds the projects of the charity.

LMH arranged an It's a Knock Out Competition against other Housing Associations. This was held on a Sunday and all staff attended bringing their families along for a fun packed day. The employees were put into teams and competed against other Housing Associations through a variety of assault courses and team tasks. Activities for children and those staff who came to support the event were also put on including hook a duck and other prize winning games. The event also raised a significant amount of money for our local charities.