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What are companies doing with regards to 'Leadership'

Learn about the Factors Effect Model

What affect will focus on the 'Leadership' factor have?

Leadership - How employees feel about the head of the organisation, senior management and the organisation's values and principles

Leadership has the biggest influence on how employees feel about the organisation.

Leaders need to create inspiring visions and provide clear direction to positively Impact the My Company factor.

When it comes to Wellbeing, no amount of free fruit or stress busting classes are going to address an imbalance. Employee Wellbeing is a by-product of the leadership and management culture.

If there’s pressure at the top of your organisation, it won’t take long to be felt throughout.

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Financial Services

SG Kleinwort Hambros

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Employees at SG Kleinwort Hambros have access to a comprehensive training catalogue and development platform. Specific programs like 'Next Gen Leaders' and 'Leadership Women in Finance' offer opportunities for advancement and skill utilisation.
Initiatives like access to Peppy and an Employee Assistance Programme (EAP) promote wellbeing. The EAP provides confidential support for issues ranging from mental wellbeing to work-life balance, while Peppy offers personalised health and wellness support.
The leadership at SG Kleinwort Hambros is committed to open communication and leading by example. Regular town hall meetings and weekly leadership calls exemplify their commitment to transparency and embodying the company's values.
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Charity's

The Edmund Trust

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All staff are offered the opportunity to study an accredited qualification in social care and the organisation fully utilises its Apprenticeship levy fund. It has also introduced a 'try before you buy' scheme for internal promotions to allow staff to have a three month trial period before the post has become permanent.
The Edmund Trust holds managers workshops on career development and has developed a future leaders programme. Management development is also delivered through inhouse training courses i.e. Introduction to Management, Performance review and appraisal, recruitment and selection, and more. Managers further have the opportunity to study a level 5 in social care.
The Trust's leadership is not only approachable, but also actively involved in the organisation. The CEO and Senior Management Team meet weekly, and all staff are invited to contact them directly. This open communication ensures that the company's values are clearly communicated and upheld.
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Leisure & Hospitality

Capital Theatres

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Wellbeing is a priority at Capital Theatres and there’s a dedicated employee-led group focusing on how to make a difference. Recent initiatives include a monthly meet-up hosted by different departments, where staff can take a moment to enjoy homemade cakes and chat with others. A staff choir offers the chance to connect and have fun.
The Leadership team ensures that all employees receive regular communications through a variety of different mediums. This includes organisation-wide 'Town Hall' meetings, where Directors hold question and answer sessions so employees can find out more about what matters to them.
Capital Theatres is committed to supporting access to the arts for everyone. It engages over 25,000 people of all ages in its ‘Creative Engagement’ programme, which enriches the lives of those in the local community. Employees volunteer at a relaxed panto for children with additional support needs, and there’s opportunities on offer for young creatives.
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Food & Drink

Sleaford Quality Foods

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Last year, the company appointed internal process trainers within each department to deliver the effective onboarding of new employees and provide comprehensive training in the relevant processes and procedures to all colleagues within their respective areas. Training was also provided in the form of a four-day Education and Training course.
The organisation has focused on employee wellbeing through a dedicated wellbeing room, installation of outside tables and benches, wellbeing corners across the business both comprising information leaflets, wellbeing blogs and healthy recipes for snacks, confidential phone helpline and new canteen areas created and furnished to provide colleagues with comfortable surroundings for lunch and breaks.
The Senior Leadership Team are passionate about communication and transparency. They hold bi-annual company meetings to provide colleagues with information on business performance, key priorities, continuous improvement projects, and wellbeing initiatives. This is further supported by monthly company briefings to provide consistent information across all departments.
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Health & Social Care

Riverstone

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Riverstone holds fortnightly all team meetings to update on key priorities and initiatives. These are supplemented by regular team huddles in its operations, team meetings and cross-functional group sessions. On an individual basis, one-to-ones performance check-ins happen as a minimum monthly, with a half-year formal check-point and annual review.
The organisation believes in being Forever Curious, which extends to its learning and development approach. Colleagues have access to educational talks, a personal development plan, a growing library of digital learning content for self-led development including CPD Accredited learning, and professional sponsorship to achieve funded external qualifications.
Riverstone runs its "Leading Others" programme that focuses on: Performance Management, Motivation, Goal Setting, Individual & Team Development, Leader as Coach, Mentoring, Giving Feedback, Effective one-to-ones, Time Management, Meeting Management, Difficult Conversations and how to lead a team in a value/belief led business.
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Business Services

Harmony Fire

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Harmony Fire places a focus on growth and development by ensuring every employee has a Personal Development Plan with the aim of developing them within their chosen roles. Managers also have access to a specialist management training programme.
The Senior Leadership Team recognises that clarity through communication is key to a successful organisation. Through regular meetings, weekly updates on WhatsApp, and clearly defined expectations, Harmony Fire fosters an environment where employees are well-informed and aligned with the company's goals
To ensure that teams remain connected and to continue to build relationships between employees, the organisation holds regular virtual meetings, team building activities, and open communication channels.
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Education & Training

learndirect

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Learndirect supports personal growth through its 5Mins platform, offering role-specific and soft skill development. The platform provides employees with the freedom to explore a range of topics beyond their specific roles.
Learndirect's comprehensive wellbeing initiatives include a wellness centre, an employee assistance programme, and a menopause policy. The organisation treats menopause as an ongoing medical issue and provides further training to managers on how to support employees and encourage open and sensitive conversations.
A weekly CEO Business Update is sent out each Friday afternoon to all employees, providing significant business activity updates and reminders. The organisation also holds a monthly All-Hands Operations meeting, delivered by the Chief Operations Officer, whereby they go through departmental updates and future focus, with a Q&A for valuable input.
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Financial Services

People's Partnership

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Senior leaders participate in offsite events to explore the company's strategy and learn how to guide their teams successfully. Furthermore, the company's CEO actively engages with employees through live-streamed all-employee launch sessions, demonstrating a commitment to open communication and transparency.
People's Partnership is committed to ensuring that employees receive fair and competitive compensation. They offer bonuses to all employees and run a wide-ranging recognition programme that awards cash in the form of retail vouchers. In addition, they have increased the salaries of lower-paid employees and implemented various salary sacrifice schemes to enhance their financial wellbeing.
People's Partnership supports local organisations such as Crawley Open House and sponsors events like the National Junior Athletics Championships. Moreover, its Charitable Trust has helped thousands of people in need, and has funded research into occupational health and safety in the construction industry, further illustrating their commitment to giving back.
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Law

Brachers

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The organisation regularly discuss wellbeing and have several mental health first aiders. This has had a positive impact; staff have proactively shared their own mental health experiences with colleagues via Yammer. Last year Brachers’ employees took part in Movember to promote men’s mental health raising almost £2000.
Collaboration and connection are an important part of Brachers’ culture. Teams are given an annual budget for social events, such as wine tasting, bowling, and escape rooms. Firm-wide events encourage staff to get to know one another, with monthly after work drinks, volunteering days, a summer ‘lunch on the lawn’, and an annual party.
The organisation creates clarity around strategy by translating its goals into measurable objectives and keeping staff up to date on progress and how their work contributes to this. Updates are given through all-staff town hall meetings, its Managing Partner’s weekly blog or cascaded through team leaders, supported with briefing notes to deliver consistent messaging.
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Business Services

Wunderkind

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The organisation believes that success is driven through open communication. It operates with a mixed model of empowered department leaders as well as key stakeholder announcements. Weekly one-on-one calls and meetings - which involve relationship building, professional support and two-way feedback - are deeply ingrained in its culture.
The organisation operates using its ‘WIIGs’ (Wunderkind Identity and Impact Groups). WIIGs give back to the employees, the community, and the business. They are a resource to help employees feel connected, valued, respected, included, and aware. Each WIIG has its own budget to achieve its purpose, support its community and to grow awareness and inclusion.
The People Team also host their own 'extra' all-hands meetings to keep employees fully informed about 'all things people' including how their feedback is being used and what's new.
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