Putting love at the heart of the organisation
Feel free to call us: +44 1903 369 118

Bridge

How does Love at Work work?

Love at Work is not just a philosophy. It’s also a fully developed methodology that makes the connection between head and heart in the workplace. The foundation supports all people and organisations interested in this concept.
The methodology comprises a set of Cornerstones, guiding Principles and a rigorous Standard, which the leadership of any organisation can use to judge its progress in being or becoming a great place to work.

These are the Cornerstones:
1. Mindfulness is conscious awareness combined with stillness. It is alsoan understanding that doing the right thing is the only thing worth doing
2. Independent Thinking is exploring our thoughts freely, with openness and courage.The knowledge that one will always be listened to without interruption and with complete attention makes it possible
3. Empowerment is creating the strength and confidence to do whatever we need to do. It becomes a reality when people know their development, both professional and personal, is properly understood and given serious consideration
4. Expression is being able to effectively convey our thoughts and feelings with respect, kindness and for the greater good

These are the Principles:
1. Integrity is having strong moral principles and consistently doing what we know to be right and doing what we say we are going to do, when we say they are going to do it
2. Kindness is being friendly, considerate and generous of spirit. Common courtesy becomes the norm, resulting in people feeling good in who they are as human beings
3. Fairness is treating people with equality, justice and reasonableness. It is a positive assumption that people will always give of their best aided by the leadership being transparent in its communication
4. Self Knowledge is about understanding our self, our motives and character. It requires a genuine plan in place to support and encourage people’s personal development
5. Heart means an accurate self-image combined with our capacity for love and acceptance. When it’s there, people genuinely looking after their colleagues and business partners with the same care they look after their family and friends
6. Patience involves accepting that not everything can happen immediately or at once. It means finding time to listen to each other and answer each others questions. It means setting achievable timelines
7. Action is all about wisdom and timeliness in creating results. It becomes easy when people see the leadership roll up its sleeves to work alongside other members of staff
8. Communication involves clearly speaking our truth and listening to the truth of others. We do this best when we communicate face to face – not by email

This is the Standard:

1. Leadership & Management

  • The organisation has a clear purpose, vision and strategy, which is shared with its people
  • The principles of Love at Work are transparently portrayed in the vision and strategy
  • The organisation implements policies to promote equality and diversity, impartiality and fairness, confidentially and integrity
  • People are involved in determining those policies and in measuring their effectiveness
  • The organisation seeks links with like-minded partnerships and networks to enhance its approach to Love at Work

2. Learning & Development

  • The Learning & Development strategy of the organisation incorporates the principles of Love at Work
  • Those principles form an integral part of an individual’s personal development review/plan, which is assessed on a regular basis
  • People’s personal development is based on self empowerment, both professionally and socially
  • Resources are provided to enable people to have a balanced life
  • Measures are set to evaluate the impact of the implementation of Love at Work principles
  • All induction processes include the Love at Work principles

3. Leading People

  • The management in the organisation create the right environment to promote and implement Love at Work principles
  • The organisation encourages personal development on the basis of self-empowerment
  • People are encouraged to have a balanced life, where work is an integral part of life, not separate from it
  • The organisation takes steps to offer people a range of choices to sustain a balanced life
  • People are encouraged to use care and courtesy to improve relationships with external contacts, clients and suppliers alike
  • The organisation ensures leaders are clear about and can acquire the capabilities they need to promote and implement the principles of Love at Work

4. Empowerment & Involvement

  • People are encouraged to take the initiative to show courtesy, to offer support, and to contribute to a positive atmosphere
  • Effective consultation and involvement are part of the organisation’s culture
  • People are supported and cared for in times of pressure, failing or hardship
  • People are committed to demonstrating care and respect for colleagues and clients
  • The organisation and its people provide a feeling of positive energy
  • Innovative and flexible approaches to achieving a balanced life are used
  • People feel cared for by management and by colleagues
  • Independent thinking is encouraged in all areas of the organisation

5. Communication

  • The way in which everyone in the organisation effectively interacts both internally and with the outside world
  • People are encouraged to be open and honest with each other; to be comfortable to challenge; and to be committed to sharing information and knowledge
  • Access to all levels of management in the organisation is the norm
  • People are encouraged to develop their questioning and listening skills, especially when providing care or support
  • People are encouraged to give and receive clear, effective feedback

6. Effectiveness

  • All the principles of Love at Work come together to support and enhance the abilities, hopes, dreams and desires of everyone in the organisation and the organisation itself
  • People confirm that action is taken to assist those who have not bought-in to the principles of Love at Work
  • Managers at all levels are expected to act as role models in showing respect, care and understanding to people inside and outside the organisation
  • There is a culture of openness and trust
  • People can describe how achievements are celebrated and recognised
  • People can confirm that being able to treat others with kindness, care and courtesy gives them a more enjoyable experience
  • People give credit where it’s due to others, rather than claiming it for themselves
  • People appreciate and respect the differences in others
  • Managers are expected to engage and interact with their people, taking a personal interest in them

7. Measurement

  • The organisation measures and evaluates the impact of its policies to promote equality and diversity, impartiality and fairness, confidentially and integrity, as well as all the other principles of Love at Work
  • The organisation shares the results of evaluation with its people, and others as appropriate
  • The organisation encourages and evaluates feedback from its external clients, partners and networks on how effectively it shows courtesy, respect and care
  • Managers and people can give examples of how the implementation of the Love at Work principles has improved the atmosphere and performance of the organisation and its people
  • The organisation makes sure that its Return on Investment in Love at Work strategies is clearly reported to all stakeholders

8. Continuous Improvement

  • The organisation uses feedback and evaluation to further improve its approach to caring for its people and clients
  • Managers and people can give examples of how such improvements have been put in place
  • People genuinely believe that managers are committed to improving the way Love at Work principles are applied
  • People can confirm their belief that the organisation is a great place to work because it actively supports and demonstrates the principles of Love at Work