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What are companies doing with regards to 'Leadership'

Learn about the Factors Effect Model

What effect 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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Architect & Surveyor

Scott Brownrigg

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Managers receive continuous training through the internal management development programme. This 7-session interactive programme, covering topics like goal setting and difficult conversations, reinforces people management expectations and ensures managers are equipped to motivate, support, and recognise talent effectively.
The practice offers a comprehensive benefits package grouped into four categories: Financial Benefits, Wellbeing, Flexibility, and Staff Development. This includes annual salary reviews, discretionary performance bonuses, and a staff recognition scheme, ensuring that all employee owners are competitively and directly rewarded.
Transparency is key, with the Strategic Board's vision and goals communicated through the business plan, presented at the beginning of every financial year. The EOT Committee, consisting of elected representatives, maintains a healthy, confidential channel of communication between practice leadership and the wider business.
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Leisure & Hospitality

ROL Cruise

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The company fosters a 'one team' ethos through its Employee Ownership Trust (EOT) structure, which empowers colleagues to contribute to the company's growth. This promotes a culture of shared success, accountability, and collaboration, driving innovation and pride among employees.
The transition to an Employee Ownership Trust reflects the company's commitment to recognising the vital role of its team and its long-term thinking. This structure is intended to provide stability and enhanced opportunities to share in the future success of the business.
The CEO and board of directors maintain transparent communication through several initiatives. These include a monthly company update on financial performance and targets, a mid-month update as needed, and quarterly meetings with team-elected representatives to ensure open dialogue.
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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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Food & Drink

KERB

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KERB offers a company bonus scheme based on profit, impact, and engagement, and provides sales and target incentives. The "you've nailed it" award recognises those who go above and beyond with an annual, all-expenses-paid incentive trip, such as the upcoming trip to Copenhagen.
KERB supports physical and mental health through Private Medical Insurance, a medical cash plan, and ClassPass. The Hospitality Action EAP provides confidential support, while a Mental Health committee organises initiatives, and there are 27 trained mental health first aiders.
All line managers have been through an external strategic leadership training programme, focusing on key areas like strategy, professional management, and commercial leadership. This investment in their leaders ensures a high standard of guidance and support for the entire team.
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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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Law

Osbornes Law

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Osbornes Law provides one-to-one mentoring and external training, facilitating personal growth and skill utilisation. The firm's clear career development path leading to partnership opportunities exemplifies its focus on employee advancement.
Each employee at Osbornes Law is assigned a supervisor, fostering a supportive environment. Regular catch-ups, annual appraisals, and development meetings further enhance this trust and care.
Osbornes Law's leadership team, many of whom have grown within the firm, are testament to its supportive culture. The managing partner maintains open communication with staff, announcing firm news and promotions via the internal intranet.
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Financial Services

Harpenden Building Society

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Harpenden Building Society encourages a strong team spirit. It hosts get-togethers like popular quiz nights and an end-of-year awards event, fostering a sense of belonging and camaraderie among employees.
The society provides wellbeing support via a free employee assistance programme, mental health first aiders, paid compassionate leave, and counselling support. It also offers flexible working arrangements to maintain work-life balance.
Regular business updates are shared by the Executive Committee, outlining the Society's plans, progress, and performance.
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Financial Services

Evenlode Investment Management

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Evenlode demonstrates its commitment to giving back through the establishment of the Evenlode Foundation. The Foundation addresses global and local issues, working with local charities and building long-term community partnerships.
Evenlode's leadership promotes transparency and open communication. This is exemplified by the availability of the company's monthly MI pack to all employees and the open discussions during the quarterly company meetings.
Evenlode prioritises employee wellbeing through flexible working hours, a two-day a week office policy, and wellbeing activities such as exercise classes and courses.
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Housing Associations

The Regenda Group

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The Regenda Group encourages team spirit through events like the Dragon Boat Race. This fosters a sense of belonging and camaraderie among staff. Verbal communication and collaboration are highly valued, strengthening team dynamics.
The group prioritises employee wellbeing, offering mental health awareness training and wellbeing workshops. These initiatives focus on resilience, nutrition, sleep, posture, and exercise, ensuring a healthy work environment.
The Regenda Group's leadership, including the CEO, advocates for customer centricity, high performance, and open communication. Regular face-to-face briefings keep employees updated, fostering an environment of transparency and trust.
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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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