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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
Kyocera Mita run two ad hoc employee reward schemes. One is an extra mile award which is awarded to employees who put in extra special effort - e.g. during the unexpected absence of a colleague, in order to meet a particular tough deadline, in order to avert a crisis. Employees can be nominated by any member of staff with the Human Resources Manager making the decision as to whether or not the award should be granted. The award is usually a bottle of champagne. The other is the Employee Excellence Award. This is awarded to employees who not only put in extra special effort but who are exceptional in all aspects of their work and are fully engaged in the company culture. Employees can be nominated by any member of staff with the executive team making the decision as to whether or not the award should be granted. The award is usually flowers, champagne and £100 of high street vouchers.
Kyocera Mita run two ad hoc employee reward schemes. One is an extra mile award which is awarded to employees who put in extra special effort - e.g. during the unexpected absence of a colleague, in order to meet a particular tough deadline, in order to avert a crisis. Employees can be nominated by any member of staff with the Human Resources Manager making the decision as to whether or not the award should be granted. The award is usually a bottle of champagne. The other is the Employee Excellence Award. This is awarded to employees who not only put in extra special effort but who are exceptional in all aspects of their work and are fully engaged in the company culture. Employees can be nominated by any member of staff with the executive team making the decision as to whether or not the award should be granted. The award is usually flowers, champagne and £100 of high street vouchers.
KFI has a monthly bonus scheme in place for the majority of people that allows them to earn an additional 20% OTE. Targets are set for each person which are specifically related to performance and quality. Capital bonds are paid over and above the monthly bonus scheme. All of Kwik-Fit's people are engaged in the scheme that allows them to earn bonds each month for achieving performance and quality targets. Bonds accrue over the year and are paid at Christmas. Their employee of the year scheme also ensures people feel rewarded for their efforts. Every month each department identifies their employee of the month. All winners are rewarded with free food in the restaurant, access to the concierge service and gym membership for one month. All winners go through to the four monthly Qualifier Awards and department winners are treated to a day off and lunch with the senior management team. Qualifier winners are also invited to their Employee of the Year ceremony. This is a black tie event held in a 5 star venue and partners are invited. Each department winner gets £1000 and the overall employee of the year is awarded £10,000.
As charity giving is an integral part of of the culture of KFI, they have gradually introduced a number of activities which all help to form their commitment to charities. They include a payroll giving scheme called 'Donate an hour's pay' which encourages staff to sign up and allow a salary deduction of the equivalent of one hour's pay each month, dress down days when they ask staff to donate once a month £1, a 'Countdown to Christmas' weigh in scheme in which employees are sponsored to lose weight (monitored by the Occupational Health Nurse), a number of group events during the course of the year, including Maggies Monster bike and Hike, Caledonian Challenge and fun events such as white water. Each year, employees select a charity of the year. Last year, Rutherglen High School (a local special needs high school) reveived many benefits including a new minibus and a new sensory garden.
Keyfuel's leader is approachable, an excellent communicator, passionate about the business and the people who drive it forward. He communicates a clear vision and practices the company values.
Keyfuels have a weekly Friday breakfast, monthly fruit and yoghurt mornings. There have been improvements to air conditioning facilities, improvements to Health and Safety policies and introduction of marked walkways to enhance personel safety.
Each piece of work given to a staff member is formally reviewed by a more Senior Manager, thereby providing very regular feedback. Appraisals are carried out twice yearly for all staff, ensuring that all employees know what is expected of them, and receive feedback on the macro level.
Sometimes the simple ideas which have stood the test of time are the best, so the company place great emphasis on their appraisal process. Appraisals take place twice in the year, and focus not only on an assessment of performance and areas for development, but also on engagement and career potential. Technical and soft skills are assessed by reference to 'Career Maps' - freely available documents which lay out the requirements for staff at each of seven levels within each of their professional practice functions. Every appraisal is read by a representative from the HR team, and one from the Training and Development team, so that support can be given on an individual level to the appraiser as well as the appraisee.
Performance related bonuses are offered across some key areas of the business e.g. sales. An annual bonus is given to all members of staff at Christmas as a thank you for their hard work over the festive period. The company allocates money to each department so they can enjoy a meal out together. A small Christmas Eve party is held for all staff providing drinks and nibbles along with a gift for everyone. When an employee has contributed something really worthwhile they will always use the in house publication to print an article about them.
Lunn's has always provided financial support to worldwide disaster appeals. They are also proud of the fact that they have provided stable employment over the past 30 years through which N Ireland and Belfast city centre in particular was considered a hostile place with violence that was reported around the world.
The company now have personal development plans for all employees and all job roles. This has seen a great improvement in staff engagement and productivity.
The company carry out their own staff survey every April as well as the Best Companies in October. Each dealership has a staff group that work with managers to improve staff satisfaction. All dealership staff receive an update presentation every three months regarding the company. This is usually followed by food, drinks and socialising.
As a company they have a "giving back committee" who work with the HR team to bring fund raising ideas to fruition, supporting events such as Children In Need and Red Nose Day. In the last financial year they have donated £156,944 to various charities. The company have also rolled out ‘just giving' which is where employees can donate to any charity they want to via payroll which comes from their gross salary, they save on PAYE deductions.
As a company they have a "giving back committee" who work with the HR team to bring fund raising ideas to fruition, supporting events such as Children In Need and Red Nose Day. In the last financial year they have donated £156,944 to various charities. The company have also rolled out ‘just giving' which is where employees can donate to any charity they want to via payroll which comes from their gross salary, they save on PAYE deductions.
Managers recognise and reward employees. They recognise over achievers and consider the level of support individuals will need to achieve their tasks. They review this regularly asking for feedback on how they feel things are going and also make communication a priority through regular team meetings and 1-2-1's and Personal Career Discussions are offered to all their direct reports. They are open to receiving information from others, asking questions and responding to feedback and have an open door policy. They also organise team events and nights out to enable team members to socialise.
Managers recognise and reward employees. They recognise over achievers and consider the level of support individuals will need to achieve their tasks. They review this regularly asking for feedback on how they feel things are going and also make communication a priority through regular team meetings and 1-2-1's and Personal Career Discussions are offered to all their direct reports. They are open to receiving information from others, asking questions and responding to feedback and have an open door policy. They also organise team events and nights out to enable team members to socialise.
As part of POPs across the business, Managers will hold informal monthly and more formal quarterly and annual reviews with their team members. During these meetings Managers ask what support their team member would like - what do they find tricky? Are they confident? Can more support be provided? Informally Instant has a very open plan environment, everyone has the same equipment and is visible and totally approachable in the office. Instant genuinely cares about employees wellbeing and want success for each other.
As part of POPs across the business, Managers will hold informal monthly and more formal quarterly and annual reviews with their team members. During these meetings Managers ask what support their team member would like - what do they find tricky? Are they confident? Can more support be provided? Informally Instant has a very open plan environment, everyone has the same equipment and is visible and totally approachable in the office. Instant genuinely cares about employees wellbeing and want success for each other.
ING Direct provides Lifeworks which is an employee Assistance Programme; they also offer counselling services and alternative therapies every quarter for their employees.
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