Project Updates

Workstream Lead: Dawn Matthews

Objective: To ensure we all understand the University's strategic direction, the values that underpin this, the activities needed to achieve it, and how we all contribute to it. 

What has been delivered?

• February 2025: Values and Behaviours Toolkit Launched, including a new Values website.
• November 2024: General Assembly established and handed over to business owner.
• October 2024: Approval for the Values and Behaviours Toolkit and supporting Communications and Engagement campaign.  
• May 2024: Completion of values workshops to support Co-design of behaviours, engaging with 400 staff from across the University.
• December 2023: Values embedded as part of PDR. 
• November 2023: First (reinvigorated) General Assembly delivered. 
• June 2023: Values embedded as part of Vice Chancellors Awards to recognise and celebrate our values in action.  
• January 2023: Values embedded as part of induction and ‘Welcome to Loughborough’
• 2022: Delivered internal strategy launch events and a new strategy website.

What's next?

• Spring 2025: Co-design and develop resources to support leaders and managers.
• Spring 2025: Deliver targeted strategy engagement events.
• Summer/Autumn 2025: Embedding our values and behaviours in recruitment, enhancing them in induction.   

Start Date: March 2022 
End Date: July 2026 

Workstream Lead: Dr Sarah Williamson 

Objective: Loughborough’s Leaders and Managers understand what is expected of them and are skilled to lead the implementation of the Strategy for their areas, leading by example to ensure the Loughborough Values are demonstrated by their teams. 

What has been delivered?

• December 2024: Second Loughborough Leadership Forum held.
• December 2024: Online Leadership Resource Pack published.
• November 2024: Bite-sized Leadership Learning Sprints launched. 
• July 2024: Leadership Principles developed following input from the Forum. 
• July 2024: First Loughborough Leadership Forum held. 
• March 2024: Leadership Development activity scoped and commissioned.

What's next?

• Spring 2025: Launch the revised Loughborough Management Programme, aligned to the Management Principles.
• Spring 2025: Design, develop and launch the Leadership Development Programme, aligned to the Leadership Principles.
• Spring 2025: Launch the redesigned Coaching & Mentoring offer. 
  Winter/Spring/Summer 2025: Ongoing Leadership Learning Sprints on a range of topics. 

Start Date: August 2023 
End Date: July 2026 

Workstream Lead: Dr Sarah Williamson 

Objective: To enhance key aspects of development and performance at Loughborough which will result in an enhanced colleague experience and a positive shift in aspects of Loughborough’s culture to enable the achievement of the University 2030 Strategy. 

What has been delivered?

• January 2025: Implementation plan for the redefined approach approved by the Project Expectations Board. 
• December 2024 to February 2025: ‘Effective Conversations’ workshop designed and delivered, to give colleagues the tools to change the approach to PDR conversations. 
• November 2024: PDR process and system enhanced following feedback, supported by guidance and training. 
• November 2023: PDR process and system redesigned to include ‘wellbeing’ and ‘career aspirations’ as topics to discuss, supported by guidance and training. 
• June 2023 to August 2024: Co-design group met frequently to rethink development and performance and deliver plans for new approach. 

What's next?

• Autumn 2025: Launch of the redefined approach to development and performance at Loughborough. 

Workstream Lead: Colette Cloete

Objective: Enhancing staff recognition by aligning our rewards system with our strategic priorities and values, ensuring that recognition is both authentic and meaningful. It involves establishing a transparent and inclusive framework that simplifies the rewards process and includes a comprehensive review of our rewards package to ensure real value for our diverse staff. Additionally, the project equips managers and leaders with the necessary tools to apply rewards and recognition fairly, thereby strengthening our workplace culture and reinforcing our commitment to valuing every team member's contribution.  

What has been delivered?

• December 2024: The first 15-year and 25-year plus events took place, as part of he Long Service Awards.
• December 2024: The reward option for Long Service Awards was expanded to include additional annual leave during the service milestone achievement year. 
• May 2024: Grades 1-5 received an uplift in annual leave entitlement and annual increase at 5-years’ service is applied from the milestone achievement date.   
• April to August 2024: Conducted a series of reward focus groups across the University. This information is being used to develop the Total Reward Strategy. 
• November 2023: We conducted both the Staff Experience to gain valuable insights, steering continuous improvements within the University.
• September 2023:  Building on the success of the 2022 VC Awards, we delivered the 2023 Vice-Chancellor's Awards which aimed at recognising the ways our staff both as individuals and in teams have demonstrated their commitment to the University aims and values, especially around togetherness.
• September 2023: Presented our proposal for supporting aspiring fellows of National Academies and we will work with Early Career Researchers to support their aspirations. 
  
  

What's next?

• February to March 2025: Roll out of Electric Vehicle Scheme and Annual Leave Purchase Scheme.
• Summer/Autumn 2025: Embedding our values and behaviours in recruitment, enhancing them in induction.  
• Development of Total Reward Strategy and Employer Value Proposition (EVP).
• Development of training and resources for managers and leaders. 

Contact email: Colette Cloete - C.C.Cloete@lboro.ac.uk

Workstream Lead: Sadie Rue

Objective: To ensure that colleagues from across the University are well-informed and engaged in all University activities through effective communication mechanisms. We’re also dedicated to fostering open and responsive two-way conversations that involve both our colleagues and leaders. 

What has been delivered?

• February 2025: Development work of Internal Homepage completed with UAT testing underway, ahead of full roll-out scheduled for March 2025.
• January 2025: Launch of our new Internal Communications Strategy which sets out priorities between now and 2030 and provides a structured overview of how internal communications will support the University’s aims.
• November 2024: General Assembly transitioned to BAU activity, which Internal Comms will continue to play a supporting role in.  
• October 2024: Email and MS Teams guidance published for all University staff, in response to feedback from colleagues regarding email overload; providing accessible communications and the need to improve our email culture. To date (as of February 2025), almost 1,000 staff have interacted with this guidance.  
• March to April 2024: Staff Communications Survey launched over a 3-week period, which 291 colleagues took part in.
• November 2023: First Termly General Assembly conducted.
• April 2023: Pilot of new General Assembly approach undertaken.  

What's next?

• March 2025: Launch the Internal Homepage.
• February to April 2025: Data collection exercises (internal and external) to support 2025 priorities for improving communications experience for operational colleagues and managers
• March to April 2025: Undertake pilot bespoke communications work for managers.
• February to April 2025: Plan local level engagement activities for targeted staff groups who lack access to broader staff forums such as General Assembly  

Contact email: Sadie Rue - S.Rue@lboro.ac.uk