Manchester United | Corporate Social Responsibity ManUtd.com
VALUING OUR PEOPLE

At Manchester United we know that our employees are the key to our success both on and off the pitch.

 

In order to attract and retain the very best talent and help our people strive for excellence in everything they do, we in turn commit to offering the best opportunities and working environment possible.

 

Our Values

First and foremost at the heart of everything we do sits our working culture which is shaped by our United Values.

• United
• Non-Discriminatory
• Innovative
• Team-orientated
• Excelling
• Determined

 

The United Values define the behaviours expected of all Manchester United employees, whatever their job, and are used as key measures (along with success in delivery of job related objectives) at the annual Performance and Development Reviews to determine an individual’s level of reward and recognition for that year.

Employee Incentives and Benefits

In rewarding our people for all the great work they do, we offer a wide range of benefits and incentives which are enjoyed throughout the year:

• Competitive salaries and job-specific bonus schemes
• Company profit share bonus
• Annual Performance Recognition Awards for our highest achievers
• Employee of the Month, Employee of the Season and Team of the Season Awards
• Long Service Recognition
• Staff Christmas and Summer Parties
• Company Pension Scheme
• Free car parking
• Lunch in free staff restaurant
• Free on site gyms (and discounts at local gyms).
• Regular Health and Wellbeing initiatives
• Sporting events
• Cycle to Work Scheme
• Childcare Vouchers
• Various discounts and special offers from local businesses

Learning and Development

Cultivating talent is a priority for Manchester United and to support this we have dedicated in house training resources to ensure that all our people are constantly being developed to be the best they can be, whatever their role.

Our mid-year and year-end annual Performance and Development Reviews provide quality time for line managers to sit down on a 1-1 basis with their people and discuss at an individual level their performance over the year, career aspirations and developmental opportunities.

Developmental opportunities may take many forms, including structured training courses (internal or external), on-the-job coaching, investment in long term professional / vocational qualifications or inter-departmental secondments, to name but a few.

We are also committed to supporting succession planning by growing our leadership talent from within the business wherever possible, supported by comprehensive management development programmes.



Ver 1 - 26/08/14