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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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Education & Training

University of Birmingham Guild of Students

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One of the organisation's values is inclusivity, and senior leaders demonstrate their commitment to it by sitting on the diversity and inclusion committee and playing a leading role in promoting inclusive practices. Being supportive is another value and senior leaders aim to help and encourage staff through regular one-to-one meetings.
The online reward and recognition scheme enables staff to send a thank-you card to a colleague who they feel has gone above and beyond. There are employee- and team-of-the-month awards. Individual staff receive an extra day's leave and team winners are given a half-day each.
The guild has been judged as excellent in the National Union of Students Green Impact awards for the past few years. Participating in the scheme allows the organisation to benchmark itself against other student unions and continue to develop its understanding of environmental issues and how it can affect change.
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Manufacturing

Roche

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Roche runs a bi-weekly pulse survey in one division. As a result, teams are having better discussions and are able to change their approaches and processes quickly and easily. A diversity and inclusion audit has enabled the company to understand better the lived experiences of staff and ensure its strategy is appropriate.
It is an expectation when working at Roche that staff dedicate 20% of their time to personal development in whatever capacity suits them and the organisation best. It could take the form of studying, shadowing or online courses.
Senior managers role-model the organisation's principles of "integrity, courage and passion" and encourage a collaborative environment to empower and inspire colleagues. They have demonstrated these principles by moving away from a traditional hierarchy to stimulate organic organisational innovation and change, by adopting the philosophy that everyone can be a leader, regardless of role.
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Not For Profit Body's

YPO

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The board and senior leadership team demonstrate the company values of "we care", "we are helpful" and "we are straight-talking" by having an open-door policy for staff, and staff suggestion scheme. Board members take part in walk-abouts in the warehouses so that the operations team can ask them questions directly.
Family and friends of staff join in at the annual Family Fun Day, which includes children’s games, raffles, refreshments, a local radio DJ, a tombola, an arts and crafts table and Santa’s grotto. Money raised goes to charity. Staff achievements and successes are celebrated on the day with an awards ceremony.
A social-value strategy has been launched, along with a group to manage and coordinate the business's contribution. Its environmental role focuses on reducing and minimising any negative impact of YPO's operations on the environment. It will include a climate-change strategy to help meet net-zero targets.
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Recruitment

Understanding Recruitment

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At Director’s Question Time, employees can submit questions anonymously, via an online platform about the present and future plans for the business, on topics such as growth, development, career paths, and benefits.
Understanding Recruitment has been trying to attract more women, particularly more experienced female employees by looking at benefits offered, such as maternity — and paternity — pay, flexible working, and part-time positions. It has also joined Women in Recruitment, an initiative that helps with attracting, developing and retaining female talent.
Each team has a budget for a "wellness day" so they can enjoy an activity and a meal out together. Unlimited holiday is offered to staff who have been with the company for two years, and after five and 10 years they can take a sabbatical.
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Utilities

Nexus Infrastructure

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The company has introduced an employee assistance programme to add to its mental health and wellbeing resources. It provides professional, independent support to staff on a wide variety of issues such as anxiety, stress and debt. Nexus offers discounted gym membership, wellbeing walks and has menopause awareness champions.
The company's new offices at Nexus Park include several attractive working areas to chose from, modern audio-visual communications and a subsidised cafeteria. Staff were involved in many aspects of the design, from furniture selection to taking part in a competition to take photographs that would be displayed around the building.
Leaders and managers are encouraged to demonstrate active listening, making sure they fully understand, respond and reflect on what is being said, without judgment. Nexus is aiming for a culture in which people feel empowered to raise concerns, through challenging assumptions and finding a better way. A whistle-blowing policy allows serious issues to be reported.
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Technology

Appello

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A team of staff produces a bi-monthly newsletter, The Wrap Up, which is sent to the whole business. It provides updates on new joiners, career changes, promotions and births, as well as spotlighting particular departments, products or processes.
Senior managers have been leading from the front in making adjustments within their teams to support more flexible working and developing internal opportunities for people to carve out a long-term career with Appello.
Development is supported through succession-planning and encouraging staff to apply for internal roles, before jobs are advertised externally. Since the last survey, more than 20 staff have been promoted or transferred to fellow departments to progress their careers and widen their skill sets.
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Business Services

Horizon Platforms

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A wellbeing activity calendar outlines the areas that will be focused on each month, including support for New Year's resolutions, lunchtime walking clubs, walking meetings, the cycle-to-work scheme, hydration awareness and flu vaccines. Managers are trained in mental health first aid and are encouraged to back home and hybrid working.
In 2021, a group of co-owners tackled the Three Peaks Challenge to raise money for the company's chosen charity, Cancer Research, and raised £6,500. This year staff will take on the Yorkshire Three Peaks Challenge in aid of Dementia UK. A sponsored dog walk will take place for those who fancy something less strenuous.
Each year, the leadership team commits to a set of priorities that focus on people. Leaders also act as role models for the company's values. The team meets daily and considers the values in all decision-making and activity.
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Charity's

St. Gemma's Hospice

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Wellbeing initiatives include sessions on resilience, looking after yourself, managing time and managing stress. Clinical supervision has been increased and there are counsellors on site to deal with immediate issues. Relaxation and mindfulness sessions, as well as recordings, are available and a wellbeing week focuses on all areas of mental and physical health.
An external provider has been used for team-development training, as well as to encourage cross-team collaboration. Monthly IT skills sessions help staff to improve their technical know-how. The hospice has a bespoke clinical leadership course. Nursing staff are supported through nationally recognised courses, including non-medical prescribing and master's and doctoral degrees.
The hospice's ambition is to develop an accessible leadership and management framework that outlines leadership expectations, behaviour, and training opportunities, as well as a managers' competency checklist setting core standards for those who have line management responsibility within the hospice.
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Not For Profit Body's

The Chartered Society of Physiotherapy

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The society uses blended learning. Its model includes online learning, bite-sized training, work-based learning, learning games, project-led activities, acting-up opportunities, secondments, involvement in staff-led initiatives, learn-and-share forums and support to obtain further qualifications.
Staff nominate a charity to support each year, based on recommendations submitted by colleagues. In 2021, it was Swan UK, which supports children with syndromes without a name. It received £3,000 thanks to staff-led activities such as quizzes and sweepstakes, as well as match-funding from the society of up to £1,500.
The society has continued to work predominantly remotely, but leaders have increasingly sought opportunities to connect with people in person, while sustaining virtual opportunities. The leadership continued to work towards its ambition to engage staff with its vision through leader-led "home-team’"discussions which provide a space for staff to give feedback on a range of topics.
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Technology

TOPdesk

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Staff are encouraged to take screen breaks, especially when working from home. Training is provided on proper rest breaks. Employees are advised not to have work apps on their personal phones to avoid overworking and are discouraged from working overtime and at weekends.
There is access to an employee assistance programme and mental health first aid training for all managers and others. The company focuses on men's mental health during Movember, and staff have access to platforms that give gym and spa discounts. Free face-to-face counselling is offered through TOPdesk's health care plan.
The company believes in the accessibility of its leadership. It has a flat hierarchy with an open-door policy and an ethos of leaders who serve. Leaders adhere to the agile-working methodology and minutes of management meetings are published.
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