Manchester Met’s approach to workplace excellence

In 2025, Manchester Metropolitan University (Manchester Met) achieved the prestigious top position in our Inspire HE rankings — a new rankings system designed to recognise and celebrate higher education institutions providing an outstanding employee experience through employee listening.  

Manchester Met’s number one position is a remarkable achievement, demonstrating their continuous commitment to improving levels of employee engagement, wellbeing and belonging. 

In this case study, we will look at the approach and some of the initiatives put in place by Manchester Met that contributed to their success, focusing on their strategic emphasis to employee experience and the impactful actions they have taken to create a great workplace for their employees. 

Related: How Manchester Metropolitan University achieved 80% staff engagement 

Manchester Met’s approach to employee experience has evolved significantly over the last few years. In 2022, the University adopted broad institutional strategies aimed at improving employee engagement.  

Following the 2022 survey, three key focus areas were identified:  

1. Ways of working – A focus on flexible / hybrid working, smarter working spaces and innovative tech solutions aimed at enhancing the work environment. This also incorporated process and system improvements including advancements in HR and finance and technologies that better support colleagues and students alike. 
2. Reward, recognition and wellbeing – The University is still continuously evolving its pay, benefits, and recognition package which also better promotes employee wellbeing and sustainability. 
3. Connecting colleagues to the University’s strategy – Manchester Met developed wide ranging communications and engagement programmes for the launch and embedding of its education and research strategies, alongside a ‘Great Place to Work’ strategy. The University also worked on developing a compelling employee value proposition that aligns with its broader institutional goals. 

By 2024, however, the University shifted to a more localised, leader/manager/team-driven model. This new approach emphasises collaboration, with leaders and managers working closely with their teams to co-create actionable plans and solutions that address their specific needs and challenges. 

With collaboration in mind, results were shared openly with all managers and leaders, creating an environment of transparency and trust. This open approach has empowered leaders to better understand their teams’ needs, allowing them to collaboratively develop solutions that further improve the workplace environment. 

The University’s employee engagement team, working with the HR Business Partners, play a central role in supporting this model, acting as an internal agency that assists leaders and managers in their action-planning processes.  

The support provided by the engagement team is structured in three tiers: 

1. Introductory discussions and briefings – Leaders and managers are given insights into survey results and action planning guidance. 
2. Supported planning approaches – Tailored support is provided to help teams develop strategies to improve employee experience, based on their engagement results and initial thoughts on focus areas. 
3. Facilitation of bespoke interventions – Targeted interventions are designed to address specific areas of concern within teams. 

This approach enables and empowers leaders and managers, helping them to meaningfully engage with their teams, take action on what is within their control and influence, and create a collaborative environment where everyone works towards making their workplace a better place. 

The efforts made by Manchester Met to improve employee experience have yielded impressive results: 

• Increased survey participation – Staff participation in the employee survey rose from an average of 43% in 2021 to 70% in 2024, an increase of 27%. 

• Enhanced engagement – Employee engagement scores saw a significant rise, increasing by 6 percentage points from November 2022, to reach 80% in February 2024. 

• Improved advocacy – The percentage of colleagues who would recommend Manchester Met as a place to work rose by 11 percentage points from November 2022 to February 2024. 

In addition to these internal improvements, Manchester Met has received significant industry recognition, including: 

• People Insight Outstanding Workplace 2024 

• Recognised as overall gold under the Teaching Excellence Framework 2023  

• Outstanding for student experience in National Student Survey (NSS) results 

• Improved performances across several major ranking lists, including the Guardian’s Best University rankings, the ‘Most Improved in the UK’ award in QS 2025 rankings and a 29-place climb to 10th in University Compare rankings 

• Identified as a leading modern universityies for both the quality and power of its research in the Research Excellence Framework* 

• People recognition through awards such as UHR winners, CIPD and Greater Manchester Good Employment Charter finalists, and various EDI recognition awards 

Manchester Met’s approach to enhancing employee experience provides several valuable lessons for other higher education institutions: 

• Transparent communication – Sharing results and actions with employees, and linking those actions directly to employee feedback, has proven effective in increasing trust and belief that feedback will lead to meaningful change. 
• Empowering local managers – Providing data, resources, and flexible and tailored support packages has enabled local managers to take meaningful action in collaboration with their teams, fostering a sense of ownership and accountability. 
• Engaging senior leadership – Involving senior leadership from the outset is essential for driving institutional change and building trust across the organisation. 
• Aligning initiatives with institutional strategy and success – Investing in initiatives that connect employee experience with the broader goals of the university ensures that improvements in employee engagement directly contribute to the institution’s success. 

Manchester Met’s journey towards workplace excellence is a testament to their commitment to improving employee experience. Their approach, which combines strategic initiatives with localised action planning, has had a profound impact on employee engagement, morale and overall performance. 

The broader implications of their success extend beyond the university, offering a blueprint for other higher education institutions striving to improve their workplace environments. As a sector leader in employee experience, Manchester Met is helping to shape best practices that can inspire universities across the UK to adopt similar approaches, ultimately contributing to the broader success of the higher education sector as a whole.

Check out our other Inspire HE case studies and see how they’re putting measures in place to ensure an incredible employee experience for their people:

• University of Southampton: Outstanding employee listening
• Cardiff Metropolitan University: Masterclass in employee listening
• Royal Academy of Music: Championing employee excellence