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
This organisation carries out a range of charitable activities such as baking and selling cakes for Children in Need and recently the Managing Director has taken part in a sponsored cycle ride to Paris in aid of Caravan (the grocery retailer's charity).
The benefits package for all employees includes a pension, private medical insurance with family membership, free lunch and drinks, many fully funded staff events, Christmas gifts and loyal service gifts.
The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.
The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.
To promote recognition across the business, the First for Service department have developed a set of recognition guidelines. Their aim is to create a standard framework to recognise their employees in a fair and consistent manner. There is an annual benefits survey in place and regular communications to ensure 3663 are giving employees the rewards and benefits they value most as well as promoting awareness and understanding of all the benefits available to them.
As a result of the leader and senior managers being actively involved in a number of charities, genuine support is promoted from a top level. The CEO of 3663 is the current Chairman of Hospitality Action, along with other board member involvement. Whilst they do not donate a set proportion of their profits to the charity, 3663 do donate in the region of £120,000 per year to Hospitality Action plus further fundraising monies from any activities undertaken.
All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.
All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.
Employees can be sponsored to attend courses and take professional qualifications that are specifically related to the needs of the business to aid their development within the role at the company. There are also bespoke training programmes in place to support an employee Personal Development Plan.
WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.
All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.
All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.
The organisation upholds strong family values when considering employees. This creates a strong bond and mutual trust between management and staff who know how each other react when dealing with a difficult technical or commercial matter. Each employee can then be rewarded with the satisfaction of a job well done, financially, or through some other incentive, which is equally appreciated.
W.B.Simpson & Sons employ a full time Health and Safety Manager to monitor the health and general well being of employees. The company also considers the impact and effect of the company strategy on employees and communicates this to them.
The firm has again this year offered free flu vaccinations to all staff, and well over a quarter of the firm took the opportunity to protect their health. Their on-site café facility includes vending machines and there are healthy options available alongside the traditional crisps and chocolate.
The firm has again this year offered free flu vaccinations to all staff, and well over a quarter of the firm took the opportunity to protect their health. Their on-site café facility includes vending machines and there are healthy options available alongside the traditional crisps and chocolate.
Managers are taken away from the office environment for two days intensive training including management skills, conducting appraisals and dealing with difficult situations. Mentoring/co-coaching schemes are also offered for more senior colleagues. Outside training is also provided.
Managers are taken away from the office environment for two days intensive training including management skills, conducting appraisals and dealing with difficult situations. Mentoring/co-coaching schemes are also offered for more senior colleagues. Outside training is also provided.
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