Good Employment Learning Lab Project Data, 2021-2022

Rouse, Julia and Atkinson, Carol and Willocks, Katie (2024). Good Employment Learning Lab Project Data, 2021-2022. [Data Collection]. Colchester, Essex: UK Data Service. 10.5255/UKDA-SN-856427

The Good Employment Learning Lab was led by a
research and management learning team from the
Decent Work and Productivity Research Centre
at Manchester Metropolitan University. We
trialed short interventions that develop the
people management skills of line managers to find
out ‘what works, for whom, and why?’. We wanted
to know how line management development can
create efficient teams and good work for staff and
managers.

We are Engaged Scholars who follow Van de Ven’s (2007)
call for researchers to identify research problems and
develop research and impact with stakeholders. That is
why we worked in partnership with organisations
that know about real life management challenges and
who commission line management training.

We had two Learning Labs:
• The Greater Manchester Good Employment
Learning Lab worked with the Greater Manchester
Good Employment Charter and local authorities to make
sense of the challenge of raising people management
skills in a particular place.
• The Adult Social Care Good Employment
Learning Lab worked with Skills for Care, the NHS and
local authorities to make sense of the challenge of raising
people management skills in a particular sector.
Both Learning Labs were also supported by the CIPD,
ACAS, the Federation of Small Businesses and the TUC.
Our team included Human Resource Management (HRM)
professionals who are experienced in supporting busy
line managers.

We drew on partner knowledge about common management problems, evidence-based management and realist evaluation to
design interventions based on a theory of change and to
identify ‘what works, for whom and why’ to develop line
managers.

Data description (abstract)

The Good Employment Learning Lab trialed short interventions that develop the people management skills of line managers to find
out ‘what works, for whom, and why?’. We wanted to know how line management development can create efficient teams and good work for staff and managers. Our findings culminated in the GELL Framework for Developing the People Management Skills of Line Managers.

We had two Learning Labs:
• The Greater Manchester Good Employment
Learning Lab worked with the Greater Manchester
Good Employment Charter and local authorities to make
sense of the challenge of raising people management
skills in a particular place.
• The Adult Social Care Good Employment
Learning Lab worked with Skills for Care, the NHS and
local authorities to make sense of the challenge of raising
people management skills in a particular sector.

Both Learning Labs were also supported by the CIPD,
ACAS, the Federation of Small Businesses and the TUC.

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