Your People & Leadership

You need to keep your people at the top of the agenda – your business is nothing without them and they have to feel motivated and buy into the business’s aims and objectives.

Instead of simply considering the best product or service, you should always think about how you get the finest people, to design, develop, market and deliver the best product for your business.

We can help you find, build, support and manage first-class teams. Whether it’s training, development, qualifications, structure, or reward, we can work with you to identify the right approach to mould your business for whatever the future brings.


As your company evolves so must its people. In time, roles will change, operational directors need to be more strategic and the next tier of managers must prepare to step up. Excellent managers build more successful companies. Investment in management development leads to increased profit, decreased staff turnover, increased staff attendance, trained and efficient people, reduced employment law risk, and a motivated workplace.


What is the correct level of reward for your team? How do you know you are paying enough to attract the best people, and to keep those you have? These questions can take up huge amounts of thought and time. They are important, but they are only part of the picture; people want to be fairly rewarded, but they also want to work where they are appreciated and enjoy what they do. Reward is wider than money of course, and other benefits you offer can position you as a great employer.


How do you stand out when you need to recruit fresh talent, especially when there are fewer good people with the right skills around? Recruitment is a two-way process and job hunters are looking for different things. You have to be an attractive employer to get the best people. Knowing the market rate for the position, and what future opportunities are on offer is vital. Then there are other practicalities to consider, such as recruitment strategies to interview tactics.


Organisational effectiveness means everyone pulling together towards the same goals, sure of their individual roles and responsibilities, and of course the company’s vision and purpose. It’s about having a strong culture with clear objectives, great leadership and brilliant communication. All of this is easy to say, but it takes careful planning. You need to identify your current strengths and weaknesses and develop a plan to improve the effectiveness of your organisation, while ensuring everyone is on board. A strong, structured approach is essential.


How much time do you spend dealing with challenging colleagues who refuse to change, enjoy a good argument and may even cause good staff to leave? Invariably, it’s the difficult conversations which take up most of your time – time that’s better spent developing your business. It’s important that you are seen as being a great company to work for and this means dealing with difficult situations fairly and robustly, as well as rewarding success. Good approaches and policies underpin great employee relationships.


We all recognise the importance of the right culture within a business. But what does this actually mean? Can you explain what your culture is, or what you want it to be? If not perhaps it’s no wonder that so many organisations are constantly seeking to change their culture. Put simply it’s how we act and what we do to achieve the business’s strategic and operational objectives. It’s strongly aligned to your purpose; what are you in business for? Answer that key question and you are on the road to knowing how your culture underpins this key strategic objective.