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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Recruitment

The Morson Group

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Morson Group's managers provide robust support to its teams, with initiatives like the HR for Line Managers course and regular 'HR Check-ins' fostering open communication and effective issue resolution.

Morson Group's commitment to wellbeing is demonstrated through its weekly yoga sessions, mental health first aider training, and comprehensive menopause support framework, all aimed at fostering a supportive and caring environment.

Leadership at Morson Group is proactive and responsive, with regular town halls, focus groups and one-to-one sessions with C-suite directors ensuring that employees at all levels have a voice in company policy.

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Food & Drink

KP Snacks

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KP Snacks demonstrates its commitment to fair treatment through financial support initiatives in collaboration with Grocery Aid, offering financial grants and a one-off cost of living payment to colleagues earning £35,000 or less per annum.

KP Snacks' leadership ensures transparency and clarity through regular updates on the KP4ME portal and on-site townhall meetings. They promote organisational values and provide strategic direction, enhancing employee engagement.

KP Snacks' 'Community Heroes' initiative encourages employees to support local community projects. Additionally, the company's sustainable strategy, 'People & Planet', highlights its commitment to environmental responsibility.

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Not For Profit Body's

Worcester City Council

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The Managing Director provides regular updates to the whole organisation. Through ‘The City Plan’ the Council ensures that employees are kept up to date with its corporate values and competency framework.
Worcester City Council supports team building and celebrates its teams through a number of events including quizzes and its WOSCARS.
As well as supporting its local community through the services it provides, the Council and its colleagues go above and beyond when helping charitable causes. Its SHIFT Cycle scheme and staff survey charitable contributions provide fundraising opportunities for all employees to participate in.
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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

Brachers

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The organisation regularly discuss wellbeing and have several mental health first aiders. This has had a positive impact; staff have proactively shared their own mental health experiences with colleagues via Yammer. Last year Brachers’ employees took part in Movember to promote men’s mental health raising almost £2000.
Collaboration and connection are an important part of Brachers’ culture. Teams are given an annual budget for social events, such as wine tasting, bowling, and escape rooms. Firm-wide events encourage staff to get to know one another, with monthly after work drinks, volunteering days, a summer ‘lunch on the lawn’, and an annual party.
The organisation creates clarity around strategy by translating its goals into measurable objectives and keeping staff up to date on progress and how their work contributes to this. Updates are given through all-staff town hall meetings, its Managing Partner’s weekly blog or cascaded through team leaders, supported with briefing notes to deliver consistent messaging.
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Education & Training

learndirect

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Learndirect supports personal growth through its 5Mins platform, offering role-specific and soft skill development. The platform provides employees with the freedom to explore a range of topics beyond their specific roles.
Learndirect's comprehensive wellbeing initiatives include a wellness centre, an employee assistance programme, and a menopause policy. The organisation treats menopause as an ongoing medical issue and provides further training to managers on how to support employees and encourage open and sensitive conversations.
A weekly CEO Business Update is sent out each Friday afternoon to all employees, providing significant business activity updates and reminders. The organisation also holds a monthly All-Hands Operations meeting, delivered by the Chief Operations Officer, whereby they go through departmental updates and future focus, with a Q&A for valuable input.
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Health & Social Care

Riverstone

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Riverstone holds fortnightly all team meetings to update on key priorities and initiatives. These are supplemented by regular team huddles in its operations, team meetings and cross-functional group sessions. On an individual basis, one-to-ones performance check-ins happen as a minimum monthly, with a half-year formal check-point and annual review.
The organisation believes in being Forever Curious, which extends to its learning and development approach. Colleagues have access to educational talks, a personal development plan, a growing library of digital learning content for self-led development including CPD Accredited learning, and professional sponsorship to achieve funded external qualifications.
Riverstone runs its "Leading Others" programme that focuses on: Performance Management, Motivation, Goal Setting, Individual & Team Development, Leader as Coach, Mentoring, Giving Feedback, Effective one-to-ones, Time Management, Meeting Management, Difficult Conversations and how to lead a team in a value/belief led business.
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Leisure & Hospitality

Capital Theatres

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Wellbeing is a priority at Capital Theatres and there’s a dedicated employee-led group focusing on how to make a difference. Recent initiatives include a monthly meet-up hosted by different departments, where staff can take a moment to enjoy homemade cakes and chat with others. A staff choir offers the chance to connect and have fun.
The Leadership team ensures that all employees receive regular communications through a variety of different mediums. This includes organisation-wide 'Town Hall' meetings, where Directors hold question and answer sessions so employees can find out more about what matters to them.
Capital Theatres is committed to supporting access to the arts for everyone. It engages over 25,000 people of all ages in its ‘Creative Engagement’ programme, which enriches the lives of those in the local community. Employees volunteer at a relaxed panto for children with additional support needs, and there’s opportunities on offer for young creatives.
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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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Business Services

Zenith

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At Zenith, managers provide a supportive environment, as evidenced by the launch of the World Class Manager program. This continuous training program equips leaders with tools for effective talent development, stakeholder communication, and quality one-to-one meetings.
Zenith fosters a strong team spirit, underscored by regular get-togethers organised by the CSR committee. These include diverse events like group walks to beauty spots in the summer, meals out, and escape rooms, thereby enhancing the feeling of belonging among colleagues.
Zenith's leadership ensures effective communication and a supportive environment. The CEO maintained open communication channels, and the company adopted agile working practices to ensure the welfare of its employees. It has also implemented state of the art technology across multiple sites so that it can stream live events and share business updates in real time.
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