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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.
To ensure the wellbeing of employees, Content and Code hire a massage therapist to come into the office every three weeks. Team members are also encouraged to talk to their line managers, who make sure they have regular one-to-ones with their team members.
As part of learning and development incentives, Content and Code award cash bonuses to employees who successfully complete Microsoft Competency exams.
To ensure the wellbeing of employees, Content and Code hire a massage therapist to come into the office every three weeks. Team members are also encouraged to talk to their line managers, who make sure they have regular one-to-ones with their team members.
Typically, a leader will be present at the start of each school day to welcome children as they enter the school, pass on any important notes or messages and allow staff to approach them about any matters.
Canary Wharf College's principles are communicated to new employees through an extensive induction programme, including sessions on the history and ethos of the organisation. They also have staff meetings at the beginning of each term to reinforce the vision and values of the college.
The college supports employees from different and varied roles to obtain qualifications to develop themselves. For example, they supported teaching assistants to obtain teaching qualifications and teachers to obtain leadership qualifications.
The company has been trialling aluminium straws at their restaurants and look to roll this out so they can be 100% plastic free across all sites. Most recently, one site has started producing its own herbs and vegetables, helping to reduce carbon emissions.
Cambscuisine have recently partnered with Greener Growth, who have re-designed the restaurant gardens to enable the growing of produce on site. Ingredients such as rhubarb, redcurrants, herbs, spring onions, spinach, peas and fennel are now hand-picked every day.
The company has been trialling aluminium straws at their restaurants and look to roll this out so they can be 100% plastic free across all sites. Most recently, one site has started producing its own herbs and vegetables, helping to reduce carbon emissions.
The senior management team publish their personal objectives for all employees to see. They also published the behaviours they are working on as individuals and these can be found framed and hanging on the wall in the office.
To highlight the culture they want to achieve and maintain, the company created their six behaviours with help from employees. These include: Show the Love, Only Accept Awesome, I Got This, Do What Scares You, Tell It Like It Is and Open Up & Listen.
The senior management team publish their personal objectives for all employees to see. They also published the behaviours they are working on as individuals and these can be found framed and hanging on the wall in the office.
The workforce is either based at the company's HQ or at one of up to 20 construction sites in the south east. Every staff member meets socially at least twice a year and all staff are given the option of using free taxis to get home no matter where they live.
All staff appraisals have a section where they are asked to provide examples of their performance that relates to the Company Values. Staff have a guide based on the ‘Values' workshop to remind them how they might live the values.
Bugler have helped the Peace Hospice throughout the year through fundraising activities. Staff have volunteered to participate in a 5K obstacle run, abseiling down one of Watford's highest buildings and a charity golf day.
BMB are committed to minimising their environmental impact and to achieve this they promise to review their environmental performance annually, communicate their environmental policy to staff and communicate the importance of environmental issues.
Creative breakfasts are an opportunity for people to get together and share what inspires them and excites them. The breakfast is open to all and helps people avoid getting too focused on their work and repeating themselves.
Creative breakfasts are an opportunity for people to get together and share what inspires them and excites them. The breakfast is open to all and helps people avoid getting too focused on their work and repeating themselves.
They used the area of weakness ‘I have hidden talents which are not recognised by my employer' as the theme for their staff away day. From this, management have agreed to focus more on internal promotions and publicise internal promotions within the BWB news.
60% of Bates Wells work is for charities and not-for-profit organisations. The company regularly encourages employees to become charity trustees, holding 100 trusteeships and giving paid time off to employees for their charitable services.
60% of Bates Wells work is for charities and not-for-profit organisations. The company regularly encourages employees to become charity trustees, holding 100 trusteeships and giving paid time off to employees for their charitable services.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
Amara raised £13,000 for a range of charities and good causes last year, organising sample sales, gift appeals, raffles, coffee mornings, watt bike challenges and a host of other charitable activities.
Amara raised £13,000 for a range of charities and good causes last year, organising sample sales, gift appeals, raffles, coffee mornings, watt bike challenges and a host of other charitable activities.
The Wellbeing 100 programme consists of a variety of activities and events for employees to participate in, such as the Virgin Pulse Global Challenge and workshops on mental health, mindfulness, nutrition and yoga.
Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.
Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.
Each year the Leadership Team run a series of presentations to include all members of staff entitled "The Cost of COSL". The sessions are intended to give all members of staff a detailed understanding of how the company make their money, where it comes from, where they spend it and what happens to the profits. Cambridge Online see this as a unique way to engage with staff and let them know exactly what they are contributing towards. In running these sessions, they feel that they lead from the front in demonstrating honest and openness of communication, improving awareness and helping people to understand how their individual actions contribute to the overall success of the Company. They have implemented a Lean and 6 Sigma culture and have commenced a programme of workshops designed to raise awareness of how individuals can contribute to the Company's greater success by working in cross-functional teams. David, the CEO, strikes an excellent balance between compassion and focus. He has really energised and focussed the team but remains fully aware that everyone who works at the company is a person with personal responsibilities and needs. David has created a culture of empowerment reversing 33 years of autocratic management. This has been achieved through an open communication style and building a Leadership Team with complementary skill sets to each other. In order to define the strategic direction of the company, David introduced the "6 Pillars" of the business. They are based on the 6 core principles. There are projects and activities aligned to each pillar with timescales and ownership. This is published on the intranet for all staff to view.
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