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
The Manufacturing Technology Centre
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.
To support employee growth, the society provides access to an LMS containing multiple high-quality online learning courses, and career pathways. The organisation also offers apprenticeships and a leadership development programme.
All leaders participate in the society’s Leadership Excellence Programme accredited by The Institute of Leadership and Management (TILM) and endorsed by Skills for Care. The programme includes 24/7 access to the TILM My Leadership platform and a variety of learning initiatives to support continuous professional development. This includes workshops, blended learning and 121 coaching.
The organisation supports employee growth by looking to promote from within. One example of this is an employee who started with as an Operations Support Manager, and was subsequently promoted to Operations Director Designate following on from their promotion to Operations Manager eight years ago.
T(n)S Catering Management offers an internal management development programme which covers a range of topics, including Financial Performance, Service Standards & Quality, Resource Utilisation, Compliance with all Current Applicable Legislation, Business Retention, Business Development, Menu and Concept Development, Staff Training & Development, and Supporting site KPI Management.
Managers at SAUL Trustee Company play an integral role in supporting employees. They actively participate in social initiatives, hold regular coaching conversations, and check-in with their teams regularly. This approach fosters a feeling of being cared for and trusted within the company.
SAUL Trustee Company prioritises employee wellbeing with mental health first aiders, an Employee Assistance Programme (EAP) helpline, flexible working arrangements, and lunchtime workouts. This approach helps balance work and personal life, reducing stress and enhancing performance.
The CEO of the Recruitment and Employment Confederation provides regular communication to all employees, including a weekly update explaining how the business is doing and praising quality staff performance. The organisation’s leadership team operate an open door policy and have created an atmosphere of approachability and openness.
Managers are supported through training sessions that focus on the collective development of the organisation’s managers as leaders. Some of the subjects covered include the relationship between managers and employees, driving change, and selecting things that will make a difference – including the importance of self-care and wellbeing.
Pavers fosters a supportive environment where employees feel cared for and trusted by their managers. Managers are accessible, with initiatives like "Ask the Boss" Facebook live sessions encouraging open communication.
Pavers operates a 'save to invest' scheme, rewarding employees' money-saving ideas by reinvesting into staff hourly pay. This, along with annual cost of living rises, ensures employees feel fairly treated.
Novatech operates using a profit share scheme, allowing the organisation to share its success each financial year with its people. Last year, this meant everyone received almost £900 from this scheme. Novatech has found that this has motivated staff and helped them to feel more engaged with the business.
To support managers feel empowered to lead and develop their teams, Novatech offers manager development. It has two Managers on management CIM standard apprenticeships and has also launched its manager toolkit development programme which sets the standard for being a great Novatech people manager.
Managers can access external leadership training programmes via ILM or ION. Internal masterclasses offer guidance on line management and employment processes, and all members of the Senior Leadership Team are undertaking coaching and mentoring qualifications. NWH also provides secondment opportunities and the chance to work on cross-team projects.
A focus charity is chosen annually, with the latest being RNLI Wales. There are several charity events throughout the year in and outside work. These have included dragon boat racing and family get-togethers. NWH also supports individual schemes to fundraise and organise their own community benefit events.
The leadership at Melin Homes encourages an open, supportive culture. Senior Management Team members regularly interact with the team and ensure they are in touch with on-ground activities. The 'Diolch' initiative allows managers to recognise and appreciate the hard work of their team members, fostering a culture of support and recognition.
Melin Homes is committed to giving back to the communities it serves. Through the Jump2 fund, the company supports local organisations that improve the lives of residents. The company's annual 'Zest in the Park' event promotes the wellbeing of the local community, underlining the organisation's commitment to societal betterment.
The organisation encourages its employees to regularly work in groups on how to bring its values to life. As an office based organisation, employees can communicate often and easily. The company further encourages regular team meeting, with engagement teams providing feedback to other teams.
Mademoiselle Desserts offers employees the opportunity to participate in both internal and external training that covers a variety of leadership and management subjects.
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