My manager cares about me as an individual
This year Tate’s managers are going through a bespoke 12-month leadership development programme. It started in April 2016, when each manager received a detailed 360-degree feedback session from their manager on their core competencies, strengths and development areas. The 360 feedback then led to the creation of a 12-month development plan, covering each of the competencies assessed against in the 360. Managers were asked to attend two mandatory sessions on ‘Driving Sales’ and ‘Leadership & Promise Management’, followed by any sessions that they felt would add to their development, based on the feedback given. For example, the company ran additional sessions on ‘Planning and Strategy’, ‘Coaching for Performance’ and ‘Relationship Building’. In April 2017 they will be running the same 360 once more, to show managers how they have improved and what areas they may still need to focus on. After the courses, further support was given to the managers by their managers and the L&D team through coaching and reviews sessions. The company measures the performance of their managers through monthly reviews with their director. The main focus is on team performance and future plans. All managers have an annual appraisal which is focused on personal development and career progression. An important part of the role is business planning, and each year they spend time with a panel of representatives across the business to deliver their annual plans. They are given feedback on their development areas and praised on their success. Annually, Tate award a manager of the year who has outperformed and led their teams to growth and continued success.