What are companies doing with regards to 'My Manager'

What affect 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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Housing Associations

Paradigm Housing Group

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Paradigm Housing Group takes a holistic approach to employee wellbeing, offering a healthcare cash plan, an Employee Assistance Programme and training for Mental Health First Aiders. The company’s commitment to staff safety, along with established flexible and agile work practices, contribute to a balanced and healthy work environment.
Paradigm Housing Group's leadership is visible and accessible, with Directors spending time shadowing employees and meeting customers. The company's values are well embedded, introduced to candidates through the recruitment process and woven through the whole employee lifecycle, reinforcing their commitment to values-based interactions.
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SCAPE

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SCAPE's Senior Leadership Team is committed to maintaining a small business culture, despite significant growth. The Group Chief Executive operates using an open-door policy, fostering good communication and engagement across the business. The Senior Leadership Team further participates in breakfast briefings and employee conferences to promote transparency and inclusivity.
The organisation aims to ‘develop confident, capable, and effective people managers’ through its Aspiring Managers programme. The offer provides a variety of input whether this be tailored e-learning/virtual management competency learning, access to trouble shooting workshops, engagement with an external community of managers and access to an individual coach.
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Housing Associations

Stonewater

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The organisation’s mission, vision, values and Customer Promise are emphasised from the very start of the employee lifecycle during two-day residential inductions, and is supported through e-learning, regular feedback from managers, and communication through various comms channels such as the intranet and monthly Team Talks, ensuring all colleagues feel part of One Stonewater.
Stonewater enables teams to create weekly socials, where colleagues are set fun tasks to get to know each other through scavenger hunts around their homes and pub quizzes. It also provides a budget for Team Away Days which managers can use to purchase lunches and other items to enhance the team experience or recognise performance.
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Technology

Sumo Group

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At Sumo Group, managers are trained in mental health awareness and unconscious bias, ensuring they provide supportive, trusting, and caring leadership. Furthermore, the organisation has a programme for those new to management which allows them to connect with others across the business to share best practice, gain coaching and participate in workshops for first-time managers.
The organisation’s Vision and Values can be found on Dojo. This year started a revamp of its Dojo UX and content with the goal to streamline the user journey for employees when navigating company information, news, and social events. Dojo is a user led platform and space for people to connect and collaborate across studios.
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Technology

Transparity

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The organisation promotes a culture of trust and support. Regular one-to-one meetings and leader debrief sessions foster an environment where employees feel cared for and valued by their managers.
Transparity's work culture encourages team spirit and a sense of belonging. The 'Hub', an office designed for regular team meetings, promotes connection and collaboration among colleagues.
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Business Services

Zenith

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Zenith fosters a strong team spirit, underscored by regular get-togethers organised by the CSR committee. These include diverse events like group walks to beauty spots in the summer, meals out, and escape rooms, thereby enhancing the feeling of belonging among colleagues.
Zenith's leadership ensures effective communication and a supportive environment. The CEO maintained open communication channels, and the company adopted agile working practices to ensure the welfare of its employees. It has also implemented state of the art technology across multiple sites so that it can stream live events and share business updates in real time.
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Charity's

The Edmund Trust

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The Edmund Trust holds managers workshops on career development and has developed a future leaders programme. Management development is also delivered through inhouse training courses i.e. Introduction to Management, Performance review and appraisal, recruitment and selection, and more. Managers further have the opportunity to study a level 5 in social care.
The Trust's leadership is not only approachable, but also actively involved in the organisation. The CEO and Senior Management Team meet weekly, and all staff are invited to contact them directly. This open communication ensures that the company's values are clearly communicated and upheld.
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Technology

FSP

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FSP supports its next generation of leaders through its ‘New Leaders’ and ‘Emerging Leaders’ development programmes. The organisation has also launched its apprenticeship scheme to provide on the job and academic learning to give employees the best kick-start to their career.
On-demand coaching is provided to enable peak performance, with the view to understand the benefits of everyone in the team excelling. This is a benefit to the people that work with them, creating a cascade effect through the business. This is supplemented with a programme of soft-skill workshops that are linked to current business challenges.
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Retail

Fred Perry

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Fred Perry fosters personal growth with initiatives such as the introduction of SMART objectives and a range of learning and development resources on The 544 T4 such as the Ted Learning Hub and the Fred Perry Book Club which promotes books covering all elements of management development, communication skills and D&I.
Employee wellbeing is a priority at Fred Perry, with provision for mental health first aiders, a wellbeing platform focusing on mental, physical and financial health, and an annual Wellbeing week. Employees also have access to private healthcare and Thrive: a mental wellbeing app.
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Health & Social Care

Riverstone

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The organisation believes in being Forever Curious, which extends to its learning and development approach. Colleagues have access to educational talks, a personal development plan, a growing library of digital learning content for self-led development including CPD Accredited learning, and professional sponsorship to achieve funded external qualifications.
Riverstone runs its "Leading Others" programme that focuses on: Performance Management, Motivation, Goal Setting, Individual & Team Development, Leader as Coach, Mentoring, Giving Feedback, Effective one-to-ones, Time Management, Meeting Management, Difficult Conversations and how to lead a team in a value/belief led business.
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