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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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Accountancy

Albert Goodman

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The firm demonstrates its commitment to societal contribution through its charity committee and sustainability committee. Employees are actively involved in fun fundraising activities, and the firm is working towards becoming carbon neutral by 2030.
Albert Goodman actively supports each employee's personal growth. Its Personal Development Discussion process and career progression guide, which are deeply rooted in the firm's values, provide clear pathways for advancement and skill utilisation.
Albert Goodman’s leadership is anchored in its values, which are embedded in every aspect of the firm, from performance evaluation to identifying future leaders. Regular communication from the Managing Partner further reinforces this.
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Marketing & Media Agencies

Modo25

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Modo25 organises regular team building activities including quizzes, axe-throwing, junkyard golf, a food festival, and pumpkin carving at Halloween. The organisation also hosts Modofest annually, where teams get together to discuss the year’s performance, highlights, plans for the year ahead, and to give out awards that are voted for by the teams.
The organisation offers a range of growth and development opportunities including a Kickstarter scheme, apprenticeships, and a variety of online training programmes, including a SaaS marketing course which provides monthly training and mentoring. Third party experts also help to train teams on specific online tools.
Modo25’s values were agree during a company-wide workshop session. These words are on the walls of the office to remind colleagues what the organisation stands for and to encourage them to live by these words every day. Bi-monthly Operations meetings allows teams to share information, understand challenges, and ensure communication is as good as possible.
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Financial Services

Property Hub & Portfolio

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The organisation offers an EAP provided through its Healthcare provider and healthy snacks are provided in the office along with sweet treats for those occasions when only a donut will do! It also has a dog friendly office which it finds has a great impact on office morale!
In addition to quarterly in-person whole group meetings, Portfolio and Property Hub’s CEO provides regular weekly updates through a group wide call. The organisation also has a longer monthly update call where all the department heads can update the whole business on where their focus is.
Portfolio and Property Hub runs a monthly Managers Breakfast where managers are able to learn new skills and techniques. Senior Leaders hold weekly meetings with managers and HR hold one-to-one meetings with all line managers monthly for a check in to identify where interventions may be needed to support emotional and mental wellbeing.
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Financial Services

DF Capital

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DF Capital provides its employees with ample opportunities for growth and development. Over the past couple of years, the bank has invested an average of £1,337 per employee for development, offering access to a learning platform with over 16,000 online courses. The platform is actively used by 95% of its colleagues.
Managers at DF Capital are supported through leadership development programs, a suite of wellbeing services and tools, and real-time manager training sessions and briefings. This comprehensive strategy empowers managers, facilitating a supportive, trusting, and caring environment for their teams.
The leadership team at DF Capital upholds and promotes company values in daily operations and decision-making processes. They communicate these values consistently through team meetings and company announcements, fostering a positive and cohesive culture within the bank.
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Housing Associations

Wales & West Housing

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Each Director is responsible for ensuring that the employee experience in their area is consistent with the organisational values - they meet regularly with all staff, not just their own direct reports, to ensure that employees understand the Group’s organisation’s culture as well as having the chance to have their voices heard.
Wales & West Housing’s graduate programme offers fixed term positions combining genuine experience in the role alongside appropriate study and support. It also offers a number of Trade Apprenticeships with Cambria, learning through experience of repairs and upgrades on homes including electrical works, gas and plumbing works and multi skilled repairs.
The organisation supported over 50 community groups and projects in 2023. In North Wales it supported Rhyl Foodbank, in West Wales, Cardigan and Pembrokeshire Foodbank received funding to support their work in the community. In Mid Wales, Welshpool and District Foodbank received financial assistance to purchase more food supplies. In the South it supported AcePlace.
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Health & Social Care

The Big Life group

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The Confident Manager training programme provides opportunities for personal growth and development. The training ensures new managers are equipped with the necessary skills to lead effectively.
The Big Life Group’s leadership, led by CEO Fay Selvan, shows its commitment to staff through personal gestures like hand-delivering trophies. The leadership’s values are reflected in their hands-on approach and commitment to community service.
The Big Life Group shows its dedication to giving back through initiatives like the food bank and the anti-food waste project. These initiatives underline the organisation's commitment to supporting the community and environment.
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Housing Associations

Ongo

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Quarterly "Ask the Executive Leadership Team" sessions take place online so that staff can take part where ever they work — including sitting in a van between jobs. They give employees the chance to ask questions, share ideas or raise concerns. Pulse surveys via text and email ask staff how the organisation might improve.

Ongo have environmental practices in place such as a cycle to work scheme, encouraging the use of public transport, encouraging working from home, energy efficient IT and also making employees aware of the organisations energy consumption.

Supporting local communities is a key part of what the organisation is about. It is a regular aspect of Ongo's work, from "we care" days, when colleagues get out into the community, cleaning, painting or tidying an area, to the £1million invested in projects to improve communities in the past 12 months.
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Recruitment

Mane

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To ensure that all colleagues have clarity on the organisation’s mission, vision, strategy, and values, Mane’s leadership team provides an annual update during an end of year presentation, as well as monthly 'wash-ups' to keep team members in the loop on performance, progress and plans.
Mane reviews employee performance based on value driven career pathways. The organisation also offers colleagues the chance to attend an all-expenses paid trip abroad (recent destinations include Las Vegas and New York), which is achieved by hitting an agreed financial target. The trip serves as a huge motivator for high performance.
Mane is a member of The Recruitment Network (TRN) which provides managers with the opportunity to network amongst others in the industry who will be able to share experiences, insights, and other perspectives. TRN also has some useful content around management development and support which the organisation’s current and Future Leaders can access.
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Not For Profit Body's

London & Partners

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London and Partners holds quarterly Senior Leadership away days in order to review, evaluate, and map organisational priorities through the year. The individual SLT members are then equipped to communicate key messages to their teams. The organisation also holds monthly All Staff meetings as another channel to communicate with employees directly.

The organisations Living Well, Working Well ethos actively promotes home and remote working. Communicating well with colleagues is key to its success. There are 13 different channels of communication, from face to face through Yammer as well as traditional phone/e-mail channels.

London & Partners state their vision, mission and strategy in all of their core documents and reinforce them regularly.

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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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