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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Education & Training
Impact Futures
Managers at Impact Futures are empowered through a dedicated management development programme. This programme provides training on coaching skills and encourages a consistent approach to leadership. The focus is on inspiring and engaging teams by getting to know individuals, creating a supportive and inclusive environment where everyone feels heard.
Impact Futures recognises the importance of team cohesion, especially for its remote and hybrid workforce. They strengthen team relationships through a variety of initiatives, including roadshows, 'Dragons Den' pitching experiences, and social events like quiz nights, creating fun and interactive opportunities for colleagues to connect.
Managers at Pixel Inspiration work closely with their teams, using regular catch-ups to set clear expectations and provide guidance. The leadership team models this behaviour by mentoring and guiding staff, creating a supportive environment where micromanagement is avoided in favour of trust and autonomy.
Regular team meetings help to maintain a cohesive company culture and provide a platform for project direction. The company's two-day in-office policy encourages communication and helps employees develop strong working relationships and a sense of belonging.
Managers at Outsourced Events undergo tailored training sessions with the Head of Learning and Development, ensuring they are equipped to support, trust, and care for their team members, which enhances the overall work environment.
Team spirit is encouraged through monthly in-person meet-ups and social events like the summer BBQ and Christmas party, fostering a sense of belonging and camaraderie among colleagues.
ADDO Play’s Project Possibilities is a scheme that asks employees to share if they feel they can make a difference to the company outside of their role today, or want a new challenge to come forward. The aims of the scheme are to share knowledge, apply new or unutilised skills, providing opportunities to nurture ambition.
All managers at ADDO Play have access to manager focussed learning via its eLearning tool, The Entertrainer. The organisation is also rolling out Mental Health Champions training for all leaders in the business. On the job coaching from HR and workshop based sessions are also offered.
Team spirit is cultivated through office-based training sessions and "all staff days," which include engaging activities like team building exercises and charity events. These initiatives enhance feelings of belonging and camaraderie among colleagues.
Startline Motor Finance encourages social responsibility among its employees through charity events, such as the Christmas jumper day supporting Aware Scotland. These initiatives reflect the company's commitment to contributing positively to society beyond profit motives.
All senior leaders have regular group and one-to-one time with performance coach Matt Fowler from Incredible Thinkers who helps to support and challenge managers to become braver, healthier, happier leaders with elite mindsets. This performance coaching has been extended to all recently promoted team leaders and supervisors.
Sapphire has signed up for Operation Christmas, which will aim to send 200 boxes of presents to children who would otherwise go without. The organisation is currently working with Zellar to review its carbon footprint and it has invested in planting trees in the UK and abroad in partnership with other green companies and suppliers.
Managers at The Manufacturing Technology Centre ensure a supportive and caring environment for their team. Regular 'State of the Nation' events hosted by the Exec team provide transparency about the company's progress, strategic changes, and financial performance, fostering trust between managers and their teams.
The 'Celebrate Success - Team Building initiative' at The Manufacturing Technology Centre encourages team spirit and a sense of belonging. It allows teams to recognise and celebrate their achievements, enhancing camaraderie and fun within the team.
SSTL have an effective induction process for new joiners. On their first day, the new employee will meet a member of the HR team to run through a welcome pack of information which sets a timetable of what they can expect to happen over their first day, first week and first 3 months.
The Management and Leadership programme is made up of 12 modules which will develop managers skills in the management and development of their direct reports. It will include modules to help with recruitment all the way through to performance and leading change.
Senior managers at SCAPE work alongside their teams, fostering a supportive environment where employees feel valued and heard, facilitated by an open-door policy and accessible leadership.
The open-plan office at SCAPE promotes collaboration and team spirit, offering both formal and informal spaces for employees to connect and engage with their colleagues.
The Group’s culture is derived from Mears’ values, and reinforced through the Red Thread Behaviours (Be Customer Focused, Be Empowering, Be Motivating, Be a Role Model, Achieve High Standards) which are referenced in all policies, initiatives and decisions. They form part of the induction, probation and annual appraisal processes, including 121 discussions.
Managers at Mears Group can undertake a range of professional qualifications, including Team leader Level 3 apprenticeships and Operational/Departmental apprenticeships Level 5. It also runs CIPD programmes and its internal management development programmes (Embed and Emerge) are accredited by ILM.
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