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.
A ‘Think Green’ campaign put a focus on the environment thanks to its aim of improving the energy efficiency of buildings through engagement programmes for both employees and student residents. The campaign included both e-learning and building technical programmes, as well as encouraging better recycling and simple tips for energy conservation.
Leaders consistently refer to iQ’s values through communication, live events, or business updates and play a key part in recognising when the values are being demonstrated. Recently, the Senior Management Team sponsored and supported the development and rollout of a behavioural framework aligned to the values, which is now being adopted across the business.
As well as an extensive catalogue of learning provided via our LMS, every team member has access to an unlimited number of funded Level 1, 2 and 3 qualifications in a range of subjects such as Mental Health, Customer Service and Fitness and Health. There are also talent programmes, apprenticeship schemes and a high-performance coaching programme.
The chief executive holds virtual All Company Update meetings twice a month to stay in touch with team members across 1E's locations around the world. All managers have been encouraged to increase their interactions with colleagues and hold more frequent team meetings using video.
A new company event called Lightning Speed was accompanied by a gift box for each employee, including a 1E hoodie and socks and a chilli plant kit. The event included a motivational speaker, employee awards and presentations on company strategy. It was so successful it will now be held annually.
The company has made it a priority to encourage staff to take breaks, and blocks out time in all employee calendars to reinforce the point. Health and wellbeing workshops, run by external providers, are given. Flexible working is available for all employees.
During the pandemic, the chief executive Maria Mills and director of care Jade Vallance worked many shifts in residential service and used video calls to ask teams about how best they could be supported. Employees' contributions were recognised by Maria Mills delivering hampers by hand to each service. Gift vouchers were sent to all staff.
During the pandemic, the staff newsletter and awards scheme moved from monthly to fortnightly. The executive team also organised celebrations to mark events such as VE Day, Easter, Christmas, Eid and LGBT+ month. The team has also contributed to fun events such as quizzes, dance competitions and lip-sync challenges.
During the pandemic, more than £300,000 was reinvested in the community. Money went to the Surrey People's Group, which enabled those with learning disabilities to support each other; technology to help service users connect with friends and families; and sensory and communication equipment to help manage anxiety and challenging behaviours.
Amplyfi has introduced CEO & President Check-ins, where groups of five team members from across the business meet one of the two top executives. The senior leadership team are visible daily in the Slack channels. All staff have one-to-ones with their line managers at least once a month.
Amplyfi offers company-wide cash bonus and options schemes and a sector-leading leave allowance. A survey gave staff the opportunity to list, in order of preference, what they would like added to the company's benefits package. Healthcare is being introduced for the entire workforce.
To reduce its impact on the environment, Amplyfi has become a fully paperless company. Also, it sources offices close to cycle paths. After the pandemic started, the company adopted a remote-first approach to all activities. This strategy will be continued to cut business travel to a minimum.
The UK leadership team lead programmes covering age, gender, LGBT+, disability and faith to provide role models for behaviour both internally and externally. They share best practice with peer organisations through media engagement and conferences to encourage others to follow suit.
Internally-designed management and leadership courses are offered at all levels. Arcadis is an approved centre for the Chartered Management Institute and supports staff through MBA programmes. All staff have access to online training and managers are invited to one-to-one training sessions.
Arcadis supports mental and physical health as a priority, organising a 12-week physical exercise course with a personal trainer during lockdown and extending private medical insurance to include a Family Health helpline. The Babylon online GP service has been introduced so that doctors can be accessed without visiting a surgery.
