I feel that my manager talks openly and honestly with me
Icelolly have an informal coaching culture which takes place across the business to support individuals new to their role and also generally to support everyone's ongoing development. They have a comprehensive training needs analysis for each team which identifies what is required to meet their business priorities for the year ahead and this is reviewed every six months to ensure the identified agreed needs are met. They have commenced management and leadership development with the focus around the skills, knowledge and behaviours that everyone in the business believed were needed from managers to retain their motivation and engagement. Icelolly try to identify strengths and development areas and recognise the strengths to ensure that they continue to demonstrate these to aid overall engagement, and agree how to address the development areas going forward. The performance management scheme is designed to support people in their day to day work by providing a framework so there is regular two-way communication, relationships are built and maintained on trust, there is opportunity to regularly discuss work related activities, progress and issues. Also, issues which arise can be dealt with immediately and informally, support requirements can be identified and provided, people are fully aware of what is expected of them and people’s contribution to the business is recognised, together with their strengths and any development actions required. To achieve this, everyone has a performance review with their line manager every month. The review focuses on five areas, what has gone well, what has not gone so well, demonstrating The Commitments, agreeing and updating objectives and targets, development discussions.