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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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Law

Ampa

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Ampa is committed to becoming a net zero company and has pledged to off-set its carbon emissions from its 2019 baseline. The firm is in the process of selecting an off-setting partner to assist with this and its office hubs are now 100% supplied by renewable energy contracts.
As part of its recruitment process, the firm uses social media to share content about company culture and job opportunities. Its advertising reflects the desire to open doors to a wider range of candidates and LinkedIn helps in identifying and building relationships with potential future talent.
In 2022 the firm launched its 'Brilliant Leaders' programme, focusing on growth mindset and the firms IOS philosophy, as well as a 'Leadership Fundamentals' programme for aspiring managers. Ampa has also partnered with Go MAD Thinking Ltd, which has developed a thinking and coaching toolkit based on 12 aspects of leadership.
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Technology

Moonpig

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Staff have free access to 12 video therapy sessions per year, along with other mental health tools. Initiatives to support the health of employees include a £100 wellbeing allowance to spend on a subscription, such as gym membership — or even Netflix — along with virtual social events, financial wellbeing workshops and resilience training.
Various channels — digital as well as in-person — are used to ensure staff understand Moonpig's vision and strategy, and feel an integral part of what the company is trying to achieve. The annual Strategy Day brings the company's strategic vision to life with activities and keynote speakers from across the business.
Employee-led groups include the LGBTQ+ committee, gender balance committee and the 'Moonpig Against Racism' committee. Staff have also volunteered their skills to help the diversity-in-tech social enterprises, Stemettes and Cajigo, which support young women and non-binary people in tech careers.
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Property

TopHat

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TopHat aims to offer equal opportunities and wants to encourage more women into the business. It has begun internal apprenticeship schemes in lean manufacturing and has employed young people through the government's Kickstart Scheme. It provides opportunities for people with disabilities and has, in the past, worked with ex-offenders.
The senior team has articulated a clear strategic plan that focuses on business growth. Key objectives are shared with all members of the organisation so that everyone understands how vital their roles are in delivering the organisational goals.
The company says it offers excellent training and development opportunities, career progression and the use of new robotics technology. Managers undertake first line manager training and there are executive development programmes for senior management and early talent.
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Manufacturing

CONMED UK

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Surrounding the company's headquarters is the rolling Wiltshire countryside, and many staff take advantage of the walks in the area, getting exercise and fresh air. There is also a gym on the business park.
Chief executive Neville Lorimer walks through the office so that he can see people on their hybrid working days and, so that no one feels left out he stops to have informal chats with them. He is aware of what is happening in each department and is on hand to advise and guide the team.
Last year, ConMed created Embark, a management development programme, which contains learning and competency elements. It covers all aspects of management development, including training on recruitment, onboarding, performance conversations, individual development plans, maximising talent, team building, employee relations and welfare, and recognising and dealing with bullying and harassment.
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Housing Associations

Hexagon Housing Association

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Instant recognition awards are the means by which colleagues can thank staff members who have gone above and beyond to help them or a customer. Nominees are sent a "thank you" message and gift voucher and the awards are publicised on the intranet, where colleagues can comment and add their congratulations.
During Black History Month, staff are encouraged to share their family stories on the intranet. Workshops raise awareness of issues faced by LGBTQ+ customers and staff. The office has recently been refurbished and a new multi-faith room, offering a quiet space for prayer and reflection has been added.
The leadership team has increased the use of the intranet to ensure staff members remain up to date, including opportunities to provide feedback on corporate objectives. Staff conferences include discussion sessions on the organisation's values, led by the directors.
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Utilities

Octopus Energy Group

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A steel drum band was invited into the London office for a Rum and Drums night. The Brighton office has a Pride party before taking to the streets for the parade and, in Leicester, an annual Christmas Lights party celebrates Octopus being part of the city "switch-on" celebration.
Staff can move around the business. This has led to someone who started in customer service as a graduate going on to lead the launch of the customer service in Texas, a smart-meter specialist consulting as an ecologist for tree-planting schemes and a billing specialist heading its green marketing strategy.
If team members want to raise an issue they can approach any one of the senior management team directly, including the chief executive. An important aspect of the company's culture is that it is open, transparent and accessible, so that anyone can speak up if they have problems or ideas they would like to discuss.
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Consultancy

Proxima

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The charity and wellbeing committees often join together to create events, such as the Wellness Fortnight in July, when everyone was encouraged to join in wellbeing initiatives, such as a "lunch and learn" on the benefits of physical exercise, a company-wide "plank" challenge or a 24-hour team charity row.
Chief executive Gareth Evans and the board have daily leadership meetings to ensure there is clarity between them. From these daily meetings, there are regular video updates from Gareth that are posted on our company’s Workplace platform so staff can watch these video updates at a time that works best for them.
The X Fund is run by a committee of six employees, who manage a budget for non-essential training needs. Throughout the year, staff can submit applications to the X Fund to request funding. Paid study leave is given to attend the course.
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Marketing & Media Agencies

Exposure Ninja

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In 2021, most of the management team took an MBA-level course through Nottingham Trent University. The course included modules on women in leadership and effective change management.
A formalised personal development plan process aims to encourage the team to complete a self-reflection exercise before their PDP discussions. Through the employee assistance programme, employees can discuss their career anonymously with a third party who will support them with their ambitions and offer advice.
Last year, the company introduced 20 hours' paid volunteering time a year for each staff member. They can use if for a charity or social enterprise of their choice, or to volunteer for Exposure Ninja’s digital marketing mentoring programme and/or charity event.
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Recruitment

Orion Electrotech

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Office layouts have been reorganised so that senior staff work in an open-plan setting. The move ensures that they continually interact with other employees and creates the sense that everyone is involved in the day-to-day working of the company.
"The beating heart of our business is our people. They are Orion and represent everything that Orion stands for. Therefore, employee engagement is central to our business decisions as we strive to build an environment that our employees both admire and flourish within," says director Ross Benham.
Staff with two or more years' service can take up either free health insurance or gym membership. Employees who are off sick continue to receive full pay, removing the stress caused by a drop in income.
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Charity's

Creative Education Trust

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In a video, Marc Jordon explained to staff the reasons why he created the trust and outlined a new strategy. In March last year, headteachers ran the workshop in their own school. It was part of a mission to embed each school's role within the purpose of the wider organisation.
Last year's Best Companies survey revealed that staff, particularly those in the support (non-teaching) roles did not have sufficient development opportunities. As a result, the trust conducted a training-needs analysis and is in the process of building a development programme.
Middle leaders in the trust's schools have been involved in the development of a trust-wide curriculum, which has been important in recent Ofsted inspections. Senior leaders have the chance to be involved in improvement boards for another school as well as their own to widen their exposure to other ways of working.
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