“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
Context
This quote from Sir Richard Branson, founder of the Virgin Group, is one of his most frequently cited remarks about workplace culture and business leadership. Though not a new statement — it has featured in his speeches, interviews and books over the years — it has regained traction in 2025 amid a wave of workplace wellbeing initiatives and policy debates over employee rights, burnout and the future of work.
Branson’s approach to leadership and company culture has long emphasised that the success of any business hinges not on prioritising customers at all costs, but on cultivating a happy, motivated and well-supported workforce. His ethos has been central to Virgin’s employer brand, positioning it as a business that champions employee empowerment and flexibility.
Meaning
Branson’s quote conveys the idea that:
- The foundation of good customer service and commercial success is a content, engaged and well-treated workforce.
- By investing in staff welfare, development and workplace culture, businesses indirectly but effectively serve their clients, as happy employees are more likely to deliver positive, consistent service.
- A leadership focus solely on client demands — at the expense of employee wellbeing — is short-sighted and can ultimately damage customer relationships and organisational reputation.
In the context of HR and people management, the quote advocates for a people-first strategy, where employee experience is not an afterthought but a business imperative.
Implications
The principle remains highly relevant for HR professionals navigating:
- Rising levels of workplace stress, burnout and retention challenges, particularly in sectors such as hospitality, retail and healthcare.
- Growing evidence linking employee wellbeing and engagement with productivity, profitability and customer satisfaction.
- Employment law changes and expectations around mental health support, flexible working and inclusive practices.
For UK employers, Branson’s statement serves as a reminder that staff welfare should not be viewed as a compliance issue or a “nice-to-have”, but as a strategic investment. HR leaders may wish to revisit their people strategies, employee support frameworks and line manager training to ensure that workplace culture prioritises the wellbeing and engagement of their teams — not just in word, but in practice.
It’s a sentiment that aligns with current workforce priorities and, as several recent UK surveys indicate, could offer competitive advantage in recruitment, retention and brand reputation.
