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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
There are a number of ways in which staff are rewarded, in addition to their salary. Honoraria payments are made where employees take on additional work beyond their usual role. The employee award scheme recognises where staff have 'gone the extra mile' and awards a financial payment or additional annual leave to the category winners. There is a team award as part of the annual Employee Award Scheme.
Strategic Directors have previously run customer excellence Workshops for staff. In addition our Chief Executive holds regular Chief's Chats on issues that may be of concern to staff. There is an open door policy in place at Stratford District Council. The leader has strong integrity and believes in a culture of transparency, openness, fairness and equality for all staff. He encourages flexibility within the organisation.
Management tool kits/resources are part of the management training programme. Sandwell offer pay/support for external management qualifications. They currently have a care worker on a university qualification which SCCT is funding. There is also a Management Development Programme. Sandwell offer 360 feedback through Management meetings and personal supervision. Internal coaching/mentoring is undertaken with personal supervision.
Employees only have a contract for a maximum of 37 hours per week. Care Managers can authorise anyone wishing to work overtime for a maximum of 48 hours per week. These levels of work are in line with the European Time Working Directive and are in place to protect Sandwell's employees. Sandwell also employ a staff care counsellor for any employee experiencing specific personal or employment issues. The care counsellor can refer individuals for specialist counselling if necessary. Sandwell also has a specialist occupational health advisor who employees can see or be referred to with any physical or mental health issues.
Communication is the key to ensuring employees feel they are rewarded for their efforts and feel valued as part of the organisation. People's contribution to the organisation is recognised and valued. There are celebration awards, a staff suggestion scheme and being informed of the results of any suggestions made and letting staff know their opinions were valued. There is an appraisal system and staff receive feedback from their managers. The Council has adopted a rolling review process for Investors in People to ensure the mechanisms continue to be in place to support staff and let them know how valued their contribution is.
A Health and Wellbeing group, with representatives from across the council, has recently been formed to look at all areas of Health and Wellbeing. A Health and Wellbeing Fair was held earlier in the year involving a number of local professionals and organisations giving advice and demonstrations on a variety of subjects. As a result of this several further events have been made available for staff including reiki/massage sessions and pilates. It is envisaged that through the work of the Health and Wellbeing Group this events list will grow. Additional health and wellbeing provision includes access to free counselling services, occupational health and the opportunity to pay into the health scheme.
Postcomm has a culture amongst its staff to raise money for charity. A number of staff have undertaken bike rides, runs for a variety of charities, e.g. Anthony Nolan Trust, British Heart Foundation, Breast Cancer awareness.
There are regular social events organised by staff. These events continue to be very popular 10 years after Postcomm's creation. They continually get feedback from staff saying Postcomm is the best place they have ever worked, not just because of the opportunities and rewards but because it is the friendliest place they have ever worked.
The Leader is approachable to all levels of staff within the organisation, proactive in sharing the vision and explaining how all staff fit in, encourages new ideas and initiatives from all staff and sends personal invites to staff to attend corporate events.
There is a reward for presenting ideas about Poplar Harca's Intranet New staff initiative where staff can pitch new ideas and be recognised for the best ones at the staff conference. There are Customer Service awards, HARCA Heroes award for excellent service and a 10-year recognition and Lifetime Achievement award for long service.
The NHS East of England are a high performing organisation that makes many exciting demands of their staff. They offer a vibrant, dynamic working environment that gives opportunities for people to explore both breadth and depth in their roles. While the pace is fast and the expectations are high, they give back to their staff as much as they give to the organisation.
The NHS East of England are a high performing organisation that makes many exciting demands of their staff. They offer a vibrant, dynamic working environment that gives opportunities for people to explore both breadth and depth in their roles. While the pace is fast and the expectations are high, they give back to their staff as much as they give to the organisation.
Performance is awarded through the ‘Performance Management System' which links to the annual pay award. Natural England also operate a recognition policy which enables managers to recognise individuals or groups of people for contributions to Natural England. The pay and benefits package includes an annual pay award which is linked to individuals' performance. The company also listen and take steps to introduce additional flexible benefits which employees value. Some of the further benefits that have been introduced include career breaks, discounted gym membership, buying annual leave and salary sacrifice schemes to enable people to buy childcare vouchers or bicycles.
Performance is awarded through the ‘Performance Management System' which links to the annual pay award. Natural England also operate a recognition policy which enables managers to recognise individuals or groups of people for contributions to Natural England. The pay and benefits package includes an annual pay award which is linked to individuals' performance. The company also listen and take steps to introduce additional flexible benefits which employees value. Some of the further benefits that have been introduced include career breaks, discounted gym membership, buying annual leave and salary sacrifice schemes to enable people to buy childcare vouchers or bicycles.
To encourage healthy eating, fresh fruit is available in the office for all staff. Employee Assistance Programmes are in place for managing stress and mental health issues. Staff are very sports minded and several of them have run in the Westmonster Bridges monthly run at lunchtime programme. They also have a Cycle To work Scheme which more than 10% of staff have taken advantage of. The company have also offered membership to the Civil Service Sports Council.
To encourage healthy eating, fresh fruit is available in the office for all staff. Employee Assistance Programmes are in place for managing stress and mental health issues. Staff are very sports minded and several of them have run in the Westmonster Bridges monthly run at lunchtime programme. They also have a Cycle To work Scheme which more than 10% of staff have taken advantage of. The company have also offered membership to the Civil Service Sports Council.
In order to support people managers in the organisation, they have Internal management development training, meetings and internal/external coaching available.
Training activities within the organisation include Pensions Scheme training, Data Protection, IT Systems and Corporate training. Formal qualifications are also supported through time off or funds.
People managers within "Johnnie" Johnson Housing are given the opportunity to take part in mentoring programmes to assist others inside and outside of the organisation to develop their skills. Where possible the company open up courses to other managers who are not necessarily pursuing the full qualification, e.g. individual modules/sessions on the ILM courses.
A Group of representative staff from across the organisation meet regularly to discuss ideas and then consult with and engage with staff via their blog site on the intranet. In addition to this, all staff are offered the opportunity to receive a free winter flu-jab each Autumn either at Head Office or at a local pharmacy via a voucher. Employees also benefit from a flexi-time policy which enables staff to attend appointments outside of their core hours with flexible start and finish times. Time off in lieu can be used to accommodate personal appointments e.g. child's sports day. The full family friendly policy allows for unpaid leave and use of holiday entitlement as well as statutory parental and emergency time off and the attendance policy allows up to 2 hospital appointment days per annum.
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