The guide to being a Mitie manager

communicate manage inspire lead The guide to being a Mitie manager

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introduction

05

vision and values

09

recruiting a new team member

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before the start

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at the start

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as time goes on

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rewards

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at the end of the day

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Mitie managers’ guide

Our fundamental skill is in getting the best out of a large and diverse team of people

As a manager, the influence you have on your team members is critical. At every stage during a person’s Mitie career there are opportunities for you to advise, support and develop them.

Take advantage of those opportunities, they are what makes you a great manager.

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Mitie managers’ guide

People are at the heart of everything we do at Mitie. We want you to be an inspirational leader, drawing on your own passion to bring out the best in all our people.

Our aim is to recruit, retain and develop the best talent in the industry, we cannot do this without you.

This guide is designed to help you understand how to manage the Mitie way, by building trust and motivating your people to deliver excellent service to every customer, every day. This guide is about the ‘how’, not the ’what’ – how we behave, how we reward, how we communicate, how we inspire.

Ruby McGregor-Smith, CBE Chief Executive

We’ve always been proud of the fact that Mitie is a great place to work, but keeping that promise is down to each and every Mitie manager. Whether you have one person in your team or twenty, it’s down to you to ensure that they’re all treated well and can fulfil their full potential. You can make that happen.

If you have any questions, or need more help on a particular issue, our wonderful human resources teams can help you.

Contact your local human resources person, or email manage@mitie.com for advice.

“Our aim is to recruit, retain and develop the best talent in the industry, we cannot do this without you”

Mitie managers’ guide

04

It is up to you to breathe life into our values.

Make it happen.

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Mitie managers’ guide

Our vision

Inspiring change in the way people live and work.

Our values: Excel

Challenge

Inspire

at service delivery, we must be the best at everything we do

always ask yourself, why do I do it this way?

How can I do this better?

What else can I do?

have fun and be passionate about what you do

Mitie managers’ guide

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Our values matrix

Excel

Value

How we behave

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We work with each other to achieve the best for our clients and our colleagues. We take pride in our roles and are committed to building great relationships with everyone we work with.

• We treat all colleagues with respect • We challenge people when they don’t do the right thing • We welcome advice from anyone that might improve what we do • We are open and honest • We think safety and always follow rules for safe working • We work with each other to achieve the best for clients and for Mitie • We share information to help colleagues succeed • We build great relationships • Our first response to requests will always be positive • We look out for each other, never walking by unsafe actions or situations

Mitie managers’ guide

Inspire

Challenge

We support and encourage those around us to succeed at everything they do. We do good things for each other, the environment and the communities in which we work.

We give it everything we’ve got and constantly bring new ideas to the table. We embrace new thinking and technologies to help our clients and colleagues change the way they live and work.

• We support and encourage each other to develop • We lead by example • We set clear expectations • We listen to and learn from others • We learn from mistakes and incidents to prevent recurrence • We do good things for each other, the environment and the community • We appreciate diversity and encourage it • We demonstrate team spirit • We are committed to doing things better and setting new standards in all that we do • We take pride in what we do and have fun doing it • We celebrate success and say thank you

• We bring new ideas to the way we do things • We are willing to try new things • We encourage and support innovation • We consider things from other peoples’ points of view • We embrace new thinking and technologies • We build health and safety into everything we do

Mitie managers’ guide

08

Recruiting a new team member

Advertising vacancies Our preference is always to promote internally if we can, partly because someone within Mitie will get up to speed more quickly, and partly because we want to give our own people as much opportunity to succeed as we possibly can.

That means putting our existing employees first when we have vacancies to fill.

Go to www.mitie.com/internal-vacancies to view all internal vacancies and remember to tell your team about them too, as well as refer to any CVs and candidate information held on record.

That said, there will always be circumstances where we need to look externally as well as internally, and when you have approval to do that you can start preparing a job description. Make sure you’re clear about what you need, whether that’s qualifications, experience, skills, or attributes. If candidates will have to go through security screening checks, make sure this is mentioned in the advert too. And check that your draft will appeal to the widest possible diversity of candidates. HR can help you with this.

To help you save time, effort and money on recruitment, we have a dedicated careers website and eRecruitment portal. The system allows you to register vacancies, advertise them internally and/or externally, process the applications and communicate with candidates all in one place. You’ll find everything you need to know to get started on Minet.

If you feel the portal is not enough, you might also want to use external partners, such as job centres or agencies, but these should be used only in a small number of cases. And remember to include those costs in your recruitment budget.

Our preferred list of agencies is available on Minet.

Responding to candidates At the end of the recruitment process, make time to write to unsuccessful candidates to thank them for applying. If appropriate, you could offer to keep their details on file for possible future vacancies. If you’re using the eRecruitment portal, this will be done automatically.

So you have a vacancy for a new team member, what do you do?

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Mitie managers’ guide

Manager’s Minet resource: - eRecruitment portal - Preferred agencies - Recruitment toolkit

Manager’s Minet resource: - TUPE handbooks - TUPE guidance

Before the start

Interview Before you start interviewing, draw up a list of key questions you will ask every candidate, covering the core requirements of the job. This will ensure you handle each interview consistently and fairly, giving everyone an equal chance to shine.

During the interview, be open about the full scope of the job – the good and the bad.

Clarify any uncertainties, and encourage people to ask you questions – follow up on any issues they raise.

When you’re assessing candidates’ suitability, talk to them in detail about their skills, experience, and employment history, so you can determine who will be the best person for the job. Make sure your questioning is based on facts, and be careful not to make assumptions. It’s important to be acutely aware of how your own views might affect your judgment, or bias your opinion.

Transfers Sometimes a new team member will come to you through a transfer, either from inside Mitie, through a TUPE process, or as the result of an acquisition. It’s your job to make these people feel especially welcome and give them extra support if they need it – transfers like this can be a tricky time for the people concerned. You will find guidance on dealing with TUPE transfers on Minet.

Making offers All job offers should be routed through your HR contact or Employee Services. That’s how we ensure we have consistent terms and conditions across Mitie, and that all the paperwork is done properly. HR can also make sure your new team member gets their ‘Mitie welcome’ pack – their guide to what it means to work for Mitie.

Once your offer has been accepted, you can start thinking about what equipment your new employee might need, whether that’s a laptop, mobile phone, safety or specialist equipment necessary for the job. Make sure all the kit you issue is recorded, either on a New Starter document or a Personal Asset Register. That way we know where and what our assets are.

Mitie managers’ guide

Manager’s Minet resource: - Employee handbook - Rewards handbook - Wellbeing handbook - Little guide to Mitie

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At the start

First day at work Make time to welcome your new team member on their first day, and talk through the basics of the job. The Mitie welcome pack and induction video are the best ways to get a new team member started.

It’s a good idea to take your new team member through the organisation chart for your team, so they can see where they fit in. You should also check if they have any questions about the paperwork they’ve been sent, and make sure they have copies of the wellbeing, rewards, and employee handbooks.

Introduce the new person to their team, and give them the tour of the office. Don’t forget the basics like coffee machines and printers, and remember they might also need to know a bit about the local area if they’re new to the neighbourhood. It may sound basic but it’s worth making sure things like pay day, benefits and length of probation period are all understood too.

The online IT induction is another important part of the first day, since it’s a great way to start learning about our people, our culture, and how we work.

There’s a link to this on Minet.

Manager’s Minet resource: - Online IT induction - Minet news - Work Safe Home Safe! campaign

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Speaking of Minet, encourage your new starter to browse the site, especially the News section, it’s such a great way to get a flavour for the company and get to know the latest stories.

There are other practical things to consider early on – for example, is your new employee eligible to join the ECO scheme? If so, get the paperwork in order now, ready for when they finish their probation period. And organise a Health and Safety induction too – that’s a key priority for us as a business, and one of your legal responsibilities as a manager. Your QHSE team can help with any questions you have about this, and supply you with copies of our Work Safe Home Safe! booklet for your team.

Mitie managers’ guide

Mitie induction Make sure your new team member receives an induction to the company. An interactive elearning induction course, with accompanying induction video, should be completed within the first six weeks of employment. This can be accessed via the learning zone. You should also provide opportunities for your new team member to meet colleagues and gain an understanding of the business.

The end of the probation period By the end of their probation period you’ll know whether your new team member is working out. If all’s well, you can go ahead and formalise the deal – there are forms to complete and HR can help with this. On the other hand, if it’s not going to plan, the first thing to do is sit down and talk about it.

Explain what the issues are and what needs to change. Give them time to take this on board, but it may be that it simply isn’t the right fit for either of you. If you think that might be the case get HR involved early on – they can help make sure we handle things the right way.

As time goes on.

Let’s keep everyone engaged.

Engaging your employees Research has proved time and time again that when employees are engaged, morale is stronger, productivity better, and profits higher. But what exactly do we mean by engagement?

Engagement is not about doing the bare minimum, or ticking boxes, it’s about going the extra mile for our customers and colleagues. It means people who are happy in their job, and proud of the work they do.

Engagement is more than job satisfaction – it’s a passionate commitment to see Mitie succeed, and wanting to play a real part in achieving it. Your team needs to feel that, and you need to feel that too. In fact, one of the best ways to engage your people is to be a positive role model – showing passion and energy in your own work, every day.

So how can you do that?

Communicate

Our intranet, Minet, and Milife, our extranet, are fantastic resources, and great ways to keep up with what’s going on at Mitie, but there’s no substitute for face-to-face communications. Make time to talk openly and honestly to your people, both as individuals and as a team, and don’t forget that you’ll often need to be a listener, not a talker. Keep them in the loop about developments and share your own objectives so that everyone knows how they fit in. And if you can’t all be together in the same room as often as you’d like, be creative – use webex, conference calls, or social media to stay in touch.

Celebrate

Always recognise your team’s successes and share the learning from each job or project, both positive and negative. And always remember the enormous power of a well-timed ‘thank you’. Stars is a great way to celebrate success – encourage your colleagues and clients to nominate team members via www.mitiestars.com.

Care

This is about supporting your team to fulfil their potential, both by ensuring they get the training and development they need, and by creating a positive working environment where people can grow. But it’s also about treating everyone fairly, and with respect for their wide diversity of talents, skills, and backgrounds. Make sure everyone feels valued, and that you understand what commitments your team members might have outside working hours.

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Mitie managers’ guide

Taking the temperature

Periodically we run employee engagement surveys across the whole of Mitie. This helps us understand what we’re doing well, and where we could do better. We ask employees across the business to take part in workshops to help us with this – perhaps some from your own team. There’s an in depth toolkit to help you communicate the results of the survey, and take action on your own team’s engagement levels.

You’ll find it on Minet.

Mitie managers’ guide

Manager’s Minet resource: - Minet news - Stars - Diversity at Mitie

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Communicate, communicate, communicate – we know we bang on about it, but it really does make a difference when it comes to engagement.

Online Minet is the place to go. From Health and Safety, training, policies, guidance and forms to Stars, Mitie’s Got Talent and volunteering news from all over Mitie – you’ll find everything you want there! Not everyone has access to Minet, so Milife is the place to go. Our employee portal allows you to access the latest Mitie news as well as a range of important documents, information and the learning zone. Everything you’ll need in your everyday working life at Mitie can be found.

Our corporate website, www.mitie.com, is also a fantastic source of information, and anyone can access it – encourage your teams to visit it regularly to look at the press releases and case studies.

Social media is definitely the way forward. We’ve set up a Mitie people FaceBook page where you and your teams can get in touch with like-minded Mitie people across the country.

It’s also a great way to find out what’s going on and get any questions answered pretty quickly.

We’re also active on Twitter, have a LinkedIn profile and post lots of videos on YouTube so please join us on these social network communities, and encourage your teams to take a look.

Publications MQ, packed full of news from around the business, is published online once a quarter. Our annual, interim and sustainability reports come out once a year and are the most up to date sources of group-wide information. Our CEO, Ruby McGregorSmith also issues a monthly update via email. You can definitely use all of these sources of information to keep your team’s knowledge of what’s going on at Mitie up to speed.

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Face to face We’re not for one minute suggesting FaceBook and emails should replace regular face to face chats with your teams.

Toolbox talks and informal chats will always be the best way to get a message across.

That’s why we regularly develop toolkits or toolbox talk briefings. We are passionate about ensuring everyone goes home safely at the end of the working day; our Work Safe Home Safe! campaign, raises awareness of health and safety issues at work and at home. The campaign includes posters, videos, presentations and manager briefing guides to help you run team meetings and discussions.

You’ll also regularly receive information from your line manager – think about the best way to pass that information on to your team members. Is it just an email – or would it actually be beneficial to bring it up at the next team meeting and discuss?

And if you need more tools, you can always get in touch with the communications team who can help you: communications@mitie.com.

Manager’s resource: - mitie.com

- Twitter

- FaceBook

- Milife

- YouTube

Mitie managers’ guide

Managing performance We want all our people to be the best they can possibly be, and a key part of that is assessing and managing their performance, so they can identify their development needs, and have a rich and rewarding career with us.

As time goes on.

You’ll have informal conversations with your team throughout the year, of course, but there’s also a formal performance management process called Mireview. It’s easy to follow, and if it’s done regularly, it will help you fully understand your team’s capabilities and needs, both now and in the future.

Mireview usually takes place at least once a year, but it’s not just a paper exercise.

Done well, it should be a comprehensive and meaningful discussion with each of your team members, which helps them understand what is expected of them, what they need to do to reach their full potential, and how you and Mitie can help them do that.

It’s also a good way to ensure that your team’s training needs are included in the annual budgeting process.

Mireview isn’t only about reviewing what has been delivered… it’s just as much about how it’s been delivered. A clear view of the levels of performance will help you recognise those who have done exceptional things and address a situation where someone might not be delivering what we expect of them.

Manager’s Minet resource: - Mireview guidance

On occasions where an individual’s conduct or performance falls short of our expectations; your role as a manager is to address this and work with individuals to rectify the situation if possible. Our Performance Improvement Plan (PIP) process provides a platform for monitoring and managing the performance of an individual who needs additional support to fulfil their role to the agreed standard. Make sure you offer the appropriate support and training, enabling them to improve and achieve their personal objectives.

- Training directory - Mireview form - Performance management guide

Mitie managers’ guide

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One of the most important ways we can get the best from our people is by giving them the right training and development.

Learning and development This might be specific technical training that’s vital for their role, or a more general development programme to nurture their leadership or personal skills.

The learning zone is a fantastic online learning system available to all of our people any time, from any smart phone, tablet or computer. You can use the learning zone to:

Given the vast array of services we provide, we have literally hundreds of different courses available for our people, and you’ll find them all listed on Minet. If you need help identifying which one is right for your particular team or employee, then HR, your local training representative or QHSE manager will be able to help you. They’ll also help you find solutions for any specific needs that aren’t being met by the existing programmes.

• Allocate compulsory programs for your team members;

If you’re interested in taking one of these programmes, get in touch with your HR contact.

Development can be just as valuable if it’s undertaken more informally. As a manager, you should always be on the lookout for opportunities to give your team new responsibilities, or new opportunities to broaden their skills, such as particular projects they can get involved in, or lead.

• Ensure your new team members complete our online Induction within the first six weeks of their employment; • Help you when undertaking your team’s Mireviews (when you access The Learning Zone you will be able to plan, schedule and allocate both relevant classroom and eLearning to your team’s individual learning plans as appropriate); and • Help you identify talent in your business.

• The learning zone

Sometimes this may mean taking a bit of a risk, but that can often be the most valuable experience for the person concerned. Just make sure you brief them properly and have the right support in place if they need more help. If things don’t turn out well, make sure you sit down together and understand why, so that something positive can come out of it for the future. Likewise, always talk to your people both before and after they go on a training course, so that you can both get the most out of what it can provide.

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Mitie managers’ guide

As time goes on.

Nurturing talent Recognising the potential in your own team will make the difference between a good manager and a great manager. We always try to recruit and promote from within Mitie wherever we can, but to do this well we need to understand and appreciate the talent we already have.

At Mitie, talent is the combination of both performance and potential. It’s about delivering excellent results now, as well as the potential to achieve even greater things down the line. Some people may be doing really well now, but are unlikely to move very much further, and others may be taking time to adjust to a new role, but show real scope for progression in the future. We rely on you to make these judgments for us, and while identifying great performance isn’t hard, spotting real potential is much more difficult.

We believe potential has three key components – the ambition to grow and develop, a commitment to do that at Mitie, and the ability to learn. You’ll need to be honest and open with the people in your team about what possibilities may be open to them, and this can be a challenge if you believe they’re unlikely to gain promotion to a bigger role. Nevertheless, it’s only right and fair to be honest with your people about their future with Mitie.

At the same time, we need to nurture those with the talent to progress, because otherwise we risk losing them to another business. That means working with them to create a development plan, and ensuring they get the training to make that happen.

That could include finding special projects that can teach them new skills, or being prepared to take a risk by giving them a challenging new role. Make sure you give them the support they need, as well as regular feedback and advice about how they’re doing. And when the time comes – and this is the hard part – you’ll need to encourage them if they decide to go for a bigger job somewhere else in Mitie.

Manager’s Minet resource: - Internal vacancies

Knowing what opportunities there are within a huge business like ours isn’t always that easy. Our bespoke career pathways site offers a glimpse into some of the exciting roles that exist across Mitie as well as an overview of the many different roles and responsibilities our people have. By clicking through the various pathways your team members can discover the necessary skills, experience and qualifications you might need to carry out many of the roles within Mitie. Use the pathways as a starting point for discussions around development at Mitie.

- Talent performance matrix

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Mitie managers’ guide

Recognising the potential in your own team will make the difference between a good manager and a great manager.

Succession planning We also need you to manage your team as a whole, as well as the individuals in it. That means thinking long term, and assessing how people in your existing team might progress through the different roles, and whether it’s likely you’ll need to recruit externally to bring in specialist skills.

When you’re doing succession planning like this you need to think both about the immediate future, and about the medium term. Who do you have who could take on more responsibility within two years, and who might be able to do that within three to five years? People in the latter category will need a detailed development plan to help equip them for those more senior roles. And remember – one of those roles is your own!

Rewarding great results It’s a well-known fact that we get more out of people who feel appreciated for their efforts. At Mitie we embrace and celebrate people’s differences. It naturally follows that people should be rewarded differently. As a manager, you’ll know best when and how it’s appropriate to reward your people, here are just a few things for you to consider…

There are two aspects to reward at Mitie. There’s the basic package of salary and benefits that each employee gets, and then there are the special schemes we run to recognise those who achieve something truly outstanding. As a manager, you play a key role in both of these.

Mitie managers’ guide

Starting with pay and benefits. We want all our employee packages to be competitive, straightforward, and clearly linked to performance. The salaries paid to your team should reflect the going rate for the job they do, compared to other similar roles in Mitie, and the market in which you operate. Mitie managers also receive an annual bonus, which is only paid if specific performance targets are met. It stands to reason that if everyone gets the same level of bonus, it becomes less effective – there’s no longer any reason to outperform the rest of the team. As a manager you are responsible for differentiating between team members and rewarding based on performance.

Stars In addition to all these we have a special recognition scheme to reward exceptional performance. Every year, Stars invites entries from all employees under three categories: best team, best service to a customer, and outstanding performer.

The best entries receive serious prizes which they can choose to take as cash and/or Mitie shares, with the overall winner offered fantastic prizes which vary year on year. So if you have someone in your team who deserves to be nominated, make sure you enter them.

Go to www.mitiestars.com for the quickest way to nominate.

Annual reward cycle As a manager, you will provide vital input into these elements for each one of your team members – not only in determining the increase/award but also in communicating reward decisions to them.

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Rewards

Share Incentive Plan (SIP) This is an all-employee share plan that gives you a chance to buy Mitie shares at a discount. We all know we need to save and invest for the future, but putting money aside regularly can be a big challenge. The Share Incentive Plan (SIP) gives you the chance to invest easily and conveniently with big advantages over normal investors!

For more information, guidance and support on the Share Incentive Plan please see www.getyourshare.mitie.com. The plan is managed for us by Capita. Please contact them directly to join the plan, make changes to your monthly investments, or for any additional support. You can contact them either on 0871 664 0542 or by emailing mitiesip@capita.co.uk.

Save As You Earn (SAYE) scheme What is SAYE? It’s an easy and safe way to save money regularly. More importantly, it gives you the option to use these savings to buy Mitie shares at a special discount.

There’s no risk to your savings, plus you get the chance to cash in if the share price rises.

The Mitie SAYE...

• is a risk-free savings plan; • helps you save regularly for three years; • lets you save from as little as £5 a month; • allows you to use your savings to buy Mitie shares at a special discounted option price; • gives you the opportunity to profit from any increase in the Mitie share price at the end of the three year savings period; • is offered in addition to the Share Incentive Plan (SIP) – you can join both, if you like.

You can join the scheme only during the invitation period, check Minet or speak to your local HR manager to find out when the next invitation window will open.

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Mitie managers’ guide

Employee pension scheme

Paid holiday

We operate an occupational pension scheme: Mitie’s Salary Saver Pension Scheme enables you to save money each month while you’re working, which you will then be able to enjoy during your retirement.

Getting the balance right between work and personal life is so important, and holiday is a big part of this. We offer holiday entitlements ranging from 5.6 weeks’ to 6.6 weeks’ holiday per year. This works out as between 28 days’ and 33 days’ holiday per year, including statutory holidays, for an employee who works five days per week. Of course, part time employees are entitled to a pro-rated holiday entitlement according to the hours they workeach week.

The scheme is operated on a salary sacrifice basis, which means that you effectively ‘give up’ the right to part of your salary and instead Mitie pays an additional pension contribution corresponding to the amount of salary you have given up. The effect of this is that you will not pay any National Insurance contributions on the part of your salary you have ‘given up’.

Don’t worry though; your notional salary (the salary you would receive if you were not in any salary sacrifice schemes) will be used for other purposes such as calculating any pay increases Contact your HR representative or consult the intranet for more information.

Life cover In some cases, Mitie provides life cover as a lump sum benefit in the event of death. The lump sum is payable to a beneficiary of your choice or can be divided between multiple beneficiaries if preferred. As such, it is really important that you complete, and keep up to date, your expression of wish form so that we always know who your beneficiaries are. The form is available on Minet but if you have no access to the intranet you can ask your line manager to provide you with a copy. It’s also worth noting that you could benefit from a higher lump sum pay-out if you’re in the pension scheme. To check if you are eligible for this benefit, please refer to you Contract of Employment or speak to your line manager.

Mitie managers’ guide

Mideals Mideals is the employee discounts scheme that allows you to make great savings at your favourite stores. You can access specially arranged discounts and savings at all your high street retailers such as Sainsbury’s, House of Fraser, Comet, HMV, Boots, ASDA, Next, Argos and many more. They’re available either online and/or in-store, and the majority of discounts are on top of sale prices and existing promotions – making them genuinely unbeatable deals!

Go to www.mideals.co.uk or call 0845 299 4181 to register and hear about all the offers. Alternatively you can text ‘Mitie’ followed by your name to 88802 and one of the team will call you back.

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Rewards

Childcare vouchers

Business Scheme ID

Childcare vouchers are a form of ‘employer supported childcare’ and an easy way for you to pay for certain types of childcare.

Mitie Group PLC MITI8905

By opting to take part of your salary in Childcare Vouchers (this is also known as ‘salary sacrifice’), you can take advantage of valuable tax and National Insurance (NI) savings. Our current provider is Edenred and you can find more information about the scheme on their website at www.childcarevouchers.co.uk or by calling 0800 247 1233. You will need to quote the scheme ID for the Mitie business you work in, as follows:

Mitie Technical Facilities Management MITI4910

Cycle to Work initiative

Stars

The Government’s Cycle to Work Scheme promotes cycling by offering tax incentives.

Stars is an annual awards scheme dedicated to recognising how passionate our people are in their everyday jobs. The awards recognise and reward individuals and teams that go above and beyond for clients and/or colleagues. It’s an opportunity for us to give something back for a job extremely well done.

The scheme is for people who would like to use the bike mainly for commuting to and, if relevant, between work places. However, it can also be used for non-work purposes.

Mitie Facilities Management MITI5123

Mitie Asset Management MITI1516 Mitie Property Management MITI4901 Mitie Security (salaried) MITI5123 Mitie Security (hourly-paid) MITI5131

You pay for the bike over a 12 month period through a deduction from your salary, which means that you don’t pay any tax or NI on that amount potentially saving you lots of £££s. You then pay a small fee to pay to transfer ownership at the end of the agreement.

For more information about the scheme and to make a nomination visit www.mitiestars.com

You could make up to 37% savings on a brand new bike and safety accessories with the added advantage that the scheme allows the bike cost to be spread out over a year.

We think it is really important to incentivise people for their continued commitment to Mitie. That’s why, at some point in someone’s career in Mitie, they may be entitled to a discretionary award such as a bonus, car allowance, or private medical cover. These may be based on agreed objectives and are designed to reward exceptional performance. Full details should be provided to any individual receiving discretionary reward at the time of award.

It means that during that period you are effectively hiring the bike and at the end of the period, ownership transfers to you for a fixed payment.

Mitie has a responsibility to ensure you are not paid below the national minimum wage. As the Cycle to Work scheme is a salary sacrifice scheme, if you earn the national minimum wage, you are not able to join this scheme.

Discretionary awards

The scheme is only open at specific times and you can apply via www.mideals.co.uk

Mitie managers’ guide

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At the end of the day Handling departures the right way

Managing the departure process However good a manager you are, there’ll always be times when one of your team decides to leave. Whatever the reason for their departure, make sure they’re treated with respect. It might be relevant to celebrate their success and wish them well for the future.

Assuming that you intend to replace the role, you will need to consider whether there are others within your team who are capable of doing the job? Are they ready now? Will you advertise externally as well as internally? This is the moment you realise all the thought you put into succession planning is useful!

If the person has resigned giving sufficient notice, you should consider how to prepare a handover. Should the person be shadowed before they leave, or simply leave notes that can be used by others? If someone leaves suddenly, this may not be an option for you.

Being under-resourced, even for a short period of time, has an adverse effect on other people’s workload, and potentially on the team morale. You should manage this sensitively, by communicating the business, team and individual needs clearly.

Keep your team close and well informed – they will respect you more and you will get more support from them.

In some circumstances, a person leaving the business creates unrest and uncertainty – again, communication is the key. Consider how you can best support and reassure the remaining members of your team.

You need to make sure the right processes are observed too. Your HR team can help you with this, but it includes things like collecting the departing person’s ID pass and any equipment they may have been using, especially portable items like laptops and phones. You’ll also need to complete a leavers form to ensure that correct final salary is paid and P45 despatched at the right time.

For more information and advice contact manage@mitie.com.

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Mitie managers’ guide

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For more information and advice, contact manage@mitie.com www.milife.com Contact Employee services here Stars Mideals