Page 9 - BOSS Today Issue 60

BOSS Today #60

delegate responsibility: “If you are tired, for team meetings etc. In addition, we resulting in improved workplace
stressed and make poor decisions, guess have policies in place to support flexible relationships and feeling less isolated
what…? Your people are likely to do the working: we offer flexi time, career breaks when they do face challenges.
very same – it’s not rocket science! You and have a generous holiday scheme. I n The assurance that comes from
are the North Star in company culture; really dislike presenteeism - this creates knowing that, when things get tough,
people will follow your lead, so it’s crucial a toxic culture and helps no one! We need the company is behind them.
to share responsibilities and make sure to trust the people we have employed to n A greater connection to the company
that, as a leader, you can achieve a happy do the job and this should be measured on they work for and a pride in being part
work/life balance. You will be able to lead output and results. We have also refreshed of a professional and committed team
with energy, make calm, clinical decisions the office space, making it a much better that will consistently work through
and have the time to listen to your people.” collaborative space, so people no longer challenges together.
have to come in and be tied to a desk or n Better personal and career and
Walk the Talk stuck in a meeting room.” development opportunities, leading
Indeed, it is clear that many of these Office Friendly has also put hybrid (probably) to…
principles are currently being worked working policies into practice, as well as n Better remuneration
out in practice in our panellists’ open communication, as Caswell explains:
businesses. Buckley explains that both “We offer a blend of office/home working Many of the above will of course benefit
open communication and delegation are location each week and always try to be employers, but there are also some
fundamental to Prima’s way of operating: flexible when it comes to people’s ‘out specific advantages to companies of
“We have an open book policy when it of work’ commitments. We also meet building a resilient workforce:
comes to sharing the company financial regularly as teams and carefully align
performance. This, coupled with giving teams’ goals and targets across the n Greater staff retention. As Marshall
our team responsibility and encouraging business to promote an inclusive, cohesive points out, “If organisations can
inclusive decision making, leads to our working environment. Each month we provide that culture and support,
people feeling personal responsibility run an employee nominations programme people are much more likely to stay in
towards the success of Prima. When facing where our team members share positive the organisation. Recruitment is costly
challenges, our people feel motivated feedback about colleagues who have gone and experience is very hard to replace,
to find answers and drive the company out of their way to support someone so helping staff with this benefits
through difficult times.” during that month. So, we hear loads of everyone.”
Derbyshire also believes that open great positive stories about our colleagues! n Lower absenteeism and higher
communication has been central to OT Finally, we try and have a bit of fun as a productivity. As Caswell explains:
Group’s initiatives in this area: “Over the team, too, with team building activities “Giving people the right support and
last year we have created an employee’s and evening socials.” flexibility can result in fewer absence
voice team, this includes nominated days and, as a result, improve company
representatives from all areas who Reap the Benefits output and performance.”
represent the teams – including HR So, is it all worth it? When these principles n A culture of continuous improvement.
leadership and a Board member – to are put into practice, what benefits can Buckley believes that “We all encounter
share feedback and consider ways we be expected by any company attempting setbacks along the way: for example,
can improve our communications and to build workplace resilience within their losing an important contract to a
experience while we are at work. We have organisation? competitor or missing out on a large
a very ‘open door’ flat organisation, which From the point of view of individual tender. But resilient workforces can
has been valuable through challenging staff, it appears that the advantages of turn disappointment into motivation
times and has allowed us to both building workplace resilience are profound to improve and replace the opportunity
react quickly and cascade information and wide-ranging: with something bigger and better.”
regularly. Plans for the future include n Revenue and profitability growth. As
further workplace flexibility, additional n A better work and home life balance, Derbyshire points out, “A business
HR support programmes and continued which will lead to people being more performing well, with high levels of
improvements in the workspace willing to ‘go the extra mile’ if needed retention of team members alongside
environment.” by their employer. enhanced productivity, will all lead to
Indeed, Marshall reports that YPO has n Greater opportunities for creativity: secure growth, an improving cost base
introduced hybrid working which can be when people are less stressed and there and enriched customer experiences.”
tailored to each person and team: “They is no fear, people have the freedom
can apply for the hybrid hours, based on to be more creative in their decision Martin Wilde – the author of this article - is
their own requirements. Of course this making. Managing Director of OP market research
has to be balanced with business needs, n Greater job satisfaction. specialists Martin Wilde Associates Ltd
and we tend to ask people to come onsite n Better communication with colleagues, (www.martinwildeassociates.com).

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