Success through People - CIPD Leicester

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Information about Success through People - CIPD Leicester
Business & Mgmt

Published on February 4, 2014

Author: JamesTaylor24



Macildowie's presentation on Success Through People on behalf of the CIPD in Leicester.

James Taylor and James Lawson plan to cover Macildowie’s ‘people’ journey over the past ten years, Why they believe that culture is critical, Tips to increase staff engagement, Insight into their own internal 'Talent Pool' L&D programme, Recruiting for behaviours rather than skills in order to hire Leadership potential, The importance of employer branding, Their thoughts on 'Generation y', Their Times 100 Best Companies to work for journey and ‘wellbeing’ in the workplace

SUCCESS THROUGH PEOPLE Presented by James Taylor and James Lawson @macs_jamest @macs_jameslHR

Who are we?

AGENDA SUCCESS THROUGH PEOPLE - THE THEORY Engagement Culture THE PRACTICE – MACILDOWIE JOURNEY Our Times 100 journey Moving on and into the future GENERATION ‘Y’ (82-93) – Mindset Wellbeing



GOOD TO GREAT In fact, leaders of companies that go from good to great start not with “where” but with “who.” They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. And they stick with that discipline—first the people, then the direction—no matter how dire the circumstances

Why is culture important? Studies have shown again and again that there may be no more critical source of business success or failure than a company’s culture – it trumps strategy and leadership. “Culture eats strategy for breakfast” Peter Drucker Who joins a business with a poor culture? People don’t leave a business – they leave poor leadership Leadership defines culture




1997 Lifestyle business Unbelievably good fun, togetherness Family Customer Our business plan

1997 – 2004 (Lifestyle Years) We have a strategic plan - It’s called “DOING THINGS” MD of own desk… Commerciality Short term loss Long term gain But then we got an itch!

2005 – Florida!

The 2005 Plan – Growth Macs

2005 Business Plan  Maintain a great atmosphere to work in, ensuring that as we grow we don’t lose the culture and ethos of the business that has served us so well to date.  Grow our HR Division by 3 Consultants  Increase revenue by 20%  Build formal internal Talent Pool programme  Be seen as the best place to work in the East Midlands  WOW CUSTOMERS! 16


2005 - 2007 We developed our Talent Pool Programme We gave one person, entire responsibility for recruiting talent into the business. Between 2005-2007 we recruited all 3 of our current Associate Directors. We got even more passionate about our customers and “going the extra mile”. We were acquired…

The day before…

2008 – 2012 – New Macs

November 2008 - The New Bus

People Strategy Recession Engage Retain Develop our own

People Strategy Recession Our business changed overnight Revenues halved Redundancies made The fundamentals of the role (management and consultant) changed overnight Engage Expectations, perception, communication Freedom within defined territories Anxiety, confidence and positivity

People Strategy Retain 360 feedback and engagement scoring Great Ideas! Use of psychometrics Communication. Weekly and Quarterly Their part in our future success. Aim for the Moon with realistic goals to get there! Innovation. Social is the present NOT the future Our blog. Our brand. Our leaders brand. Develop our own Commitment to their future. It works both ways. It is a reality. We were true to our word and honest with everyone

High Growth - Recession We were brave enough to… Ask our staff what they thought of us Ask our customers what they thought of us Grow headcount Start new divisions Innovate

COUNTER INTUITIVE LinkedIn – how to recruit for free Social Media – how to “sell more stuff”

The Results 2009 – 19 in T100 y/o/y Revenue Growth Started 2 New Divisions 2011 Record EBIT 2012 Record EBIT th

2012 – 7th in the Times 100 • Sunday Times 100 Best Companies doesn’t measure a National Average, it measures those companies who are brave enough to participate. And that means those brave enough to find out what their people say about them

2013 – 2018 – Moving On

Built Leadership Team

Work in progress… Give individuals space Allow mistakes Acknowledge that your success is based upon success of your team 70/20/10 model for training Constructive criticism culture Leaders act as they MUST not as they FEEL

Continuous Improvement In order to remain relevant in digital age Speed of change internally has to be faster than externally: “If the rate of change inside an organisation is less than the rate of change outside the end is nigh” - Jack Welch Human beings do not like change Leadership mantra = For things to change first I must change you can’t do it all yourself in a high growth business hire “leadership potential”


The Buzz Words Employer brand – attract the best Engage – give your people a voice, create collaborative culture, gung-ho! Retain – people leave a Manager, not a company! Develop (L&D recruitment on the up) Train skills, hire behaviours

Generation ‘Y’ Fun today, work tomorrow… really? Rule book out of the window Recruit soft skills rather than hard skills Recruit ‘winning mindset’ – Hired listeners! Visible development programme Communicate/communicate/communicate

Our Advice - Listen & act

A Macs example - Wellbeing Our guys have worked really hard Whilst we’ve developed our Customer Value Proposition Which means that they/we have a huge advantage We can’t work harder Employee wellbeing is our latest thing = stay fit, healthy, work smarter, clear brain, more efficient Ultimately, another reason to work for Macs! We don’t just say we care – we show it…

Quick Survey & Q&A

QUICK SURVEY – BIGGEST PEOPLE CHALLENGES IN THE ROOM? Leadership potential Development Attraction/Recruitment Engagement/Retention

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