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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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Recruitment

In Technology Group

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ITG's core value, 'We're only as good as our team,' is deeply ingrained in the company culture. The collaborative atmosphere encourages teamwork and mutual support, promoting a sense of belonging among employees.
ITG offers a comprehensive framework for development, including structured training programmes, regular appraisals, and financial support. The clarity provided by the Appraisal Guide and Commission Structure empowers employees to take charge of their career growth.
ITG’s Senior Management sets the benchmark for excellence, leading by example and embodying the company's values. Their commitment to fostering a sense of unity and purpose inspires employees to uphold the company's values and contribute to its success.
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Food & Drink

The Flava People

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To foster team energy and unity, the organisation hosts quarterly strategy sessions, providing a platform for collective brainstorming and goal alignment. Additionally, it organises communal cooking events and celebrations, creating opportunities for bonding and relaxation outside of work tasks.
The leadership team fosters organisational clarity through several key practices. They prioritise open and transparent communication, ensuring that all employees are kept informed about company goals, changes, and progress. This is achieved through regular meetings where updates and expectations are clearly communicated. Additionally, directors conduct quarterly strategy sessions to review and refine the company direction.
The organisation works closely with The Message Trust/Community Grocer and have sent staff out on volunteer days to take part in gardening in the community and packing in a grocer's warehouse. The Flava People also donates some of its products and a proportion of its sales to the same charity.
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Financial Services

Warranty First

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Warranty First builds stronger relationships between its people and teams through a variety of team building days and evenings. The organisation also has in-office ping pong tables where employees take part in friendly competitions during breaks.
The leadership team at Warranty First ensures that there is clear communication between all levels of the organisation through regular team meetings and buzz sessions where KPIs and targets are filtered down to individuals.
Management and leadership skills are provided through Warranty First’s inhouse HR consultant. Courses include subjects such as the right to manage, the legal context, emotional intelligence, absence management, wellbeing, and Equality, Diversity and Inclusion.
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Housing Associations

Abri

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On the Abri intranet, there is a ‘Your Wellbeing’ button which provides colleagues with access to external support for mental, physical, social and financial wellbeing. Wellbeing support at Abri includes an employee assistance programme, occupational health, mental health training, compassion fatigue training, and information on financial wellbeing and healthy lifestyles through its reward platform ROAR.
Abri’s 5-year Achieving Together strategy was refreshed twice last year. First, for its new corporate priority for EDI and second, for the move towards a new regional model. The strategy was published to colleagues, along with its supporting functional strategies. This provides a golden thread between Abri’s goals and the work of its 2,000 colleagues.
Abri launched Housing Professional of the Future, a self-lead programme taking colleagues through a wide range of topics, such as understanding customers, housing policy, and managing a housing association. Colleagues have the opportunity to attend masterclasses by sector experts, sharing their knowledge and experience and giving them practical skills to deal with everyday challenges.
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Not For Profit Body's

Association for Project Management

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Association for Project Management organises a range of team building activities, including quizzes, face-to-face training, and fundraising events (which always involve cake!). Employees are also regularly invited to departmental away days, wellbeing coffee mornings, and team volunteering opportunities to encourage team bonding and creative thinking.
Creating clarity has always been a priority for the Leadership Team. Town hall meetings, CEO open door sessions, intranet updates, away days, knowledge share events, departmental meetings, and CEO monthly emails are all effective and popular ways of communicating utilised by Association for Project Management to create clarity for staff.
Association for Project Management has a performance related pay scheme (PRP) open to all staff upon completion of their probationary period. PRP rewards employees for achieving their personal objectives which have been cascaded down from corporate objectives thereby contributing towards the aims of the organisation.
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Insurance

Brunel Group

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Brunel Group offers funding for work related courses, such as Chartered Institute of Insurance, Public Relations or Marketing. The company also encourage attendance at any CPD events relevant to the role allowing time off where required for these and offer a free online development zone for all employees via AVIVA.
The Group host three company-wide parties a year bringing colleagues together. Its annual ‘Company Day’ is the main event at which its senior managers provide an all-round overview of the business’ successes over the past year, areas of improvement and what our goals and objectives are for the coming year.
Every team member has access to the Employee Assistance Programme which enables colleagues to reach out for support regarding their financial, physical and mental wellbeing. The business has also funded the training of our Mental Health First Aiders with more staff being put forward for this.
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Leisure & Hospitality

Carrier

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The organisation offers several ways for employees to earn rewards. Sales staff can receive incentives based upon performance and all staff receive gifts or vouchers periodically as a thanks for their hard work and commitment.
Monthly staff updates are vital for the cascade of business strategy and performance. They are conducted face-to-face in both offices, with a further virtual session for remote staff. There is a deliberately transparent approach, with full budgetary visibility given and regular updates on performance against the business' strategy.
The organisation offers several ways for employees to earn rewards. Sales staff can receive incentives based upon performance and all staff receive gifts or vouchers periodically as a thanks for their hard work and commitment.
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Financial Services

Cifas

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To ensure that teams remain connected to the organisation’s values and strategy, it hosts weekly informal check-ins, known as "huddles" to allow a space for connection as well as cross-team networking meetings. The organisation also arranges regular team building events and cultural engagement initiatives aimed at bringing its people together.
The business launched it 2020-25 Business Strategy and People Strategy 2021-25. The Leadership Team regularly discusses progress against its business plan, factoring in changing environments, including revising its approach to office-based location, pay structure, and policies to enable agile working practices. Staff Monthly Updates ensures everyone is updated around any changes or challenges.
Every year, the organisation hosts its CEO Recognition Awards. During this event, employees receive recognition for the work they have done and the success that they have helped to bring about. The awards focus on those individuals who have gone above and beyond, and who live the organisation’s values every day.
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Insurance

Claims Consortium Group UK

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A dedicated section on the organisation’s communication app, Cornerstone, is focused on the mental and physical health and wellbeing of its people, with tips, hints, tools and advice on a range of subjects, including goal setting, exercise, virtual working, mental health, diet and much more.
Claims Consortium Group runs regular virtual workshops hosted by the CEO and Executive Chair. These workshops focus on providing clarity and understanding of the goals and plans for the future, updates on the organisation’s performance, and taking questions from the whole company in a live Q&A environment.
The organisation supports the homeless charity, Arc, by matching raised funds and providing 10 volunteers for a week to support the charity’s shoebox appeal. Claims Consortium Group has further helped fundraise for Stand Against Violence by holding a raffle, fancy dress competitions, and selling food.
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Leisure & Hospitality

Hollywood Bowl Group

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CEO, Stephen Burns, holds regular listening groups and is dedicated to acting on the feedback and makes sure he communicates actions taken through ‘You Said, We Did’ updates. He visits sites on a regular basis, celebrates success, interacts with teams through the organisation’s internal communication platform, and operates with an open door policy.
The organisation’s Cultural Induction and our Behavioural Wheel Roadshow is delivered to all new starters. Its Culture and Development team are dedicated to shaping the training and development required for its teams. Last year the organisation ran a number of workshops and bespoke training for anyone across the business that had a specific training need.

Exciting opportunities are provided for management secondments. They allow those who aspire to be a manager to take on the role in a safe environment, where they have the autonomy to make their own decisions while being supported by a mentor. They also share in the company's success through its performance bonus scheme.

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