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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Technology

Transparity

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Transparity's leadership team regularly communicates the company's health metrics and business performance, reinforcing the value of every team member. This transparency underlines the organisation's values and respect for its employees.
The organisation promotes a culture of trust and support. Regular one-to-one meetings and leader debrief sessions foster an environment where employees feel cared for and valued by their managers.
Transparity's work culture encourages team spirit and a sense of belonging. The 'Hub', an office designed for regular team meetings, promotes connection and collaboration among colleagues.
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Law

Talbots Law

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In order to maintain communication across the business, the CEO has monthly one-to-one meetings with the Heads of Department. The messages from these meetings are cascaded through weekly operation leadership team meetings and quarterly update meeting for all staff.
The organisation focus on its environmental efforts by providing instant cooled water for all staff and water boilers which use less energy than kettles. Its legal teams also have a paper light initiative to reduce printing and all staff have two monitors to assist with this.

As the firm is employee-owned, all staff are entitled to an equal profit share bonus each year. Employees also get gift vouchers on milestone birthdays, weddings and for babies. At Christmas, staff can choose a voucher or donate to a food bank. And there are plenty of sweet treats and free breakfasts at quarter end.

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Housing Associations

Longhurst Group

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Longhurst Group fosters pride and value among its employees through initiatives like Living our Values awards and 5 for 25 roadshows. These platforms not only celebrate the collective achievements but also allow employees to contribute directly to the Group's strategy.
Longhurst Group ensures that its managers are equipped to provide support and care to their teams. The Group offers mental health training for managers and has made the Management Development Programme mandatory, reinforcing expectations from line managers.
Longhurst Group's leaders are actively involved in employee engagement, hosting two in-person roadshows per year and bi-monthly townhall sessions. They also encourage employees to nominate their peers for the Living Our Values awards.
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Health & Social Care

Integrated Care 24

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IC24 places a strong emphasis on employee wellbeing, with a dedicated wellbeing strategy, group, and brand. The organisation also provides a TRiM service for post-difficult-call support, a mental health programme, and a menopause support group.
IC24's leadership promotes open communication, hosting monthly team briefings and interactive webinars to discuss organisational strategies. The executive team also participates in 'break out' sessions for detailed strategy discussions.
IC24's commitment to society is demonstrated by their fundraising efforts, such as the Captain Sir Tom Moore-inspired event that raised £1,756 for NHS Charities Together and the Ipswich team's fundraising £3,300 for East Anglia Children's Hospice.
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Recruitment

Empiric

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The organisation’s Senior Leadership Team collaborate and influence positively to create a supportive, inclusive, and empowering culture. They share their knowledge and insights with each other, every employee and their clients.
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Not For Profit Body's

Edinburgh Leisure

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The organisation offers all employees free access to its facilities. This includes access to swimming, a gym, classes, wall climbing, and play golf. It also offers free annual (and confidential) health checks. These give employees feedback on fitness, glucose levels, cholesterol and other health measures, and are conducted by trained gym staff.
The CEO shares regular email updates with employees, where she can highlight any key events and update on performance and completion of key projects. The organisation also has a fortnightly in-house online magazine called a Quick Ello. This is used to share both business updates and updates of personal interest (employee achievements, fundraising activity etc.).
The organisation’s 'celebrate' portal gives employees access to shopping discounts, a bike to work scheme, and childcare vouchers. All employees can use the system to send a card to a colleague to say thank you or to recognise great work - the cards are all themed around Edinburgh Leisure’s values and ways of working.
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Not For Profit Body's

Cairngorms National Park Authority

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Cairngorms National Park Authority managers ensure their teams feel supported and trusted. The Managing with Impact training course equips them with the skills to manage difficult behaviours, apply organisation’s policies consistently and balance the demands of their roles with being good line managers.
The Cairngorms National Park Authority prioritises staff wellbeing with initiatives like the Menopause Support Policy, Neurodiversity Policy and Mental Health First Aiders. The reduction of the working week to 36 hours and the introduction of a Hybrid Working Policy further support work-life balance.
Leadership at the organisation is approachable and engaging, with the CEO providing regular updates and insights into his role through a blog. The blog includes personal information too such as what he's been up to at the weekend. Senior Management Team meetings are held bi-weekly, ensuring all senior members are involved in decision-making.
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Law

Tapestry Compliance

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Its culture fosters a supportive and caring environment where people feel able to speak up if they are experiencing difficulties. It encourages employees to take compassionate leave whenever it might be required to assist that employee with a life event or responsibility, rather than just being limited to acute situations such as bereavement.
Tapestry is 100% employee-owned, therefore the management team was selected by employees. Tapestry’s culture is client and industry-focussed, supportive, collaborative, hard-working, and fun, and the senior management team are constantly vigilant of the need to maintain this culture, both in the way they behave and operate, and the principles they apply with recruitment and promotions.
Colleagues are rewarded for their hard work and strong performances though their salary and bonuses. It has a ‘gratitude’ channel within the firms messaging system where employees can share messages about what they are grateful for – whether that be some help from a team member, a job well done, or a more personal life
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Financial Services

The Private Office

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The Private Office offers a Employee Assistance Programme which includes confidential counselling sessions for all employees and a wellbeing portal containing multiple resources. It has introduced ‘Walk and Talk’ meetings where employees are given a map of different routes and suggested coffee shops along the way where they can stop for a chat and refreshment.
The CEO makes a concerted effort to be visible and accessible in both the Leeds and London offices every week along with making regular trips to our Bath office. This practice fosters a sense of connection and approachability, allowing employees to interact directly with the leader and gain insights into the company's vision and goals.
Managers can participate in an external "Leading for the Future" programme which focuses on preparing managers for future leadership challenges. Open manager training sessions, conducted by external experts, concentrate on enhancing soft skill and empowering managers with communication, leadership, and interpersonal skills that are essential for effective leadership.
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Food & Drink

COOK

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COOK trains ‘Wellbeing Warriors’ to champion initiatives around mind, body, and soul. Every year starts with Wellbeing January, providing a real focus to kick off the year with a bang. It hosts a full month of events including workshops, exercise classes, and talks from external speakers (CoppaFeel, osteopaths etc.), all via its Learning Wall.
COOK has a communication culture. It regularly shares updates and company strategies through its ‘All at COOK’ email. Additionally, using its embedded ‘Because Churchill’s Pig Week’, it has found that people talk freely to encourage change. The biggest actions it has taken off the back of this include improving the operations of its dev team.
Its Essential Ingredients of Leadership describe how to lead through its values. As well as role modelling every day, its senior leaders deliver leadership academy workshops that are all themed around the company values. They also lead the ‘Regular Values Recognition’, encouraging their teams to recognise their colleagues’ hard work and living company values.
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