3. “I am motivated to do a great job”
Every quarter we ask people how motivated they are.
At the last read 89% answered this question positively.
100%
90% 89%
80%
73%
70%
group NPS
60% group m otivated score
NPS group excited score
50%
(%) 45%
40%
30%
20%
10%
0%
/10
/10
/11
/11
/11
/12
/10
/10
/10
/10
/11
/11
/11
/12
/12
03
05
09
11
03
05
07
11
01
05
01
07
01
09
03
Advocacy: “Based on my experience at innocent, I would recommend a job at innocent to a friend or former colleague if asked”.
Excited: “I am excited about where innocent is going” Motivated: “I am motivated to do a great job”
*NPS is calculated by processing the responses to the Advocacy question using the equation: “Highly Likely” minus “Unsure”, “Unlikely” and “Highly Likely”
5. What matters
We know that what matters to people in terms of their motivation is:
4. The vision and values
7. Their leader
10. Making a contribution
8. Keep it simple
Our strategy is a relatively simple one
Get the basics right
and execute them well
8
9. the basics
The top 3 for us, are these
Hire and develop Communicate the Make sure people
strong leaders important stuff know what’s expected
10. the basics
And it starts with our leaders
Hire and develop Communicate the Make sure people
strong leaders important stuff know what’s expected
11. hiring leaders
We sweat the recruitment process
“I’d rath e r h ave a h ole
th an an as s h ole .”
D an Walke r,
H e ad of Tale nt, Ap p le
12. behaviours
And we have high expectations of them
management behaviours a little more detail
lives the values of Lives and breathes the values of innocent in all that they do.
innocent A great ambassador for what the company is all about.
sets clear direction Gives a clear understanding of what is expected of you through
helping you set clear, SIMPLE objectives and defining what success
looks like for you in your role.
empowers and motivates You feel empowered and motivated to take ownership, deliver real
success and make a difference. Your manager gives you the space
to get on with it and gives enough support when you need it.
coaches and gives great Helps you to develop in your role through regular one to ones and
feedback constructive development chats. Gives you high quality, real time
feedback on your strengths and areas to improve.
builds team spirit Cares about and champions you and the team. Builds a sense of
purpose for the team and encourages effective teamworking.
13. development chats
People can expect a quarterly development chat.
Pay
Annually Reviews
People audit J F M A M J J A S O N D
Twice a year J F M A M J J A S O N D
Objective setting
Performance reviews J F M A M J J A S O N D
Quarterly Development chats
Weekly 1 – 2 – 1s
Daily Real time feedback
14. Core development
Leadership
Work drivers / Academy
Insights
NEW
Manager Innocent
Masterclass Manager school
Managing your own Innocent
development business academy
Leadership
tools
Innocent
academy
Innocent
induction
15. the basics
We take our internal communications seriously
Hire and develop Communicate the Make sure people
strong leaders important stuff know what’s expected
16. values
And relentlessly communicate the important stuff, like our values and what they mean in
practice. We use these to guide our day to day actions and behaviours
17. communication
Every month we report back to the whole business on our performance against our strategy.
Each team also has a scorecard with 5 clear objectives
Objective Target
2011 Amber Green Actual
Protect our brand >A B
Improve our market share A B
Increase our revenue >A B
Grow our gross margin >A B
Maximise our profit >A >B
17
19. the basics
Finally, people need to know what’s expected
Hire and develop Communicate the Make sure people
strong leaders important stuff know what’s expected
20. cascading objectives
The challenge is to ensure every person has clear line of sight between their personal
objectives and the company’s.
2012
Company Objectives
Initiatives
Bit: Essentials Objectives Themes
Area People E&C IT Finance
objectives objectives objectives objectives
Team obj. Team obj. Team obj.
Individual Individual
objectives objectives
21. performance
We invest heavily in making sure everyone knows what is expected of them.
management a little more detail
behaviours
lives the values of Lives and breathes the values of innocent in all that they do.
innocent A great ambassador for what the company is all about.
sets clear direction Gives a clear understanding of what is expected of you through
helping you set clear, SIMPLE objectives and defining what success
looks like for you in your role.
empowers and You feel empowered and motivated to take ownership, deliver real
motivates success and make a difference. Your manager gives you the space
to get on with it and gives enough support when you need it.
coaches and gives Helps you to develop in your role through regular one to ones and
great constructive development chats. Gives you high quality, real time
feedback feedback on your strengths and areas to improve.
builds team spirit Cares about and champions you and the team. Builds a sense of
purpose for the team and encourages effective teamworking.
22. top 5 tips
My top 5 lessons:
4. Focus on the stuff that matters, not the stuff that sounds good
6. If people don’t know what’s expected, go home
8. People want to know what they’re a part of
10. Mostly it’s about quality conversations
12. Be consistent – top and bottom
Group NPS is in the green at 45%. This is the highest score we have had since 2005
A clear, well-defined link between employee engagement and the bottom line. Organisations that are steadfastly driven by their purpose are the most successful. Businesses that do well by their people, help them find fulfilment through their work and who demonstrate ethical leadership are rewarded by loyalty and higher performance and productivity.
People team purpose = Enriching people ’s lives through an exceptional working experience
We sharpened our recruitment approach to Google’s: type A’s will hire A’s, Type B’s will hire Type C’s Hire smart people , who self-start and engage others
We expect a lot from all our managers and we support them in being the best version of themsleves
2 mins
The Academy – 2 day residential programme for all covering 5 key skills: leadership, problem solving, presentation skills, negotiation and personal effectiveness. Induction – 2 week induction programme getting people set up for success in their roles The Innocent Business Academy – 2.5 day residential programme focused on giving people skills and tools to make better business decisions. New Manager School – 1 ½ day programme preparing managers to manage the innocent way Leading Teams – 2 day residential programme for team leaders focussing on their leadership style and giving some tools to use as team leaders Other stuff: Top tutoring: ½ day session on great facilitation skills for new tutors Excel – bitesize modules on different aspects of excel run by people in the business who are proper excel geeks Creative writing – a ½ day course on writing the ‘innocent way’/unleashing your creative writing ability Personal effectiveness – 2 hour session on being more personally effective, usually run in teams MBTI – team development using a personality profiling tool called Myers Briggs Type Indicator
We dialled up the use of values to guide our day to day actions and behaviours
Upsides of a highly engaged team: Performance Competitive edge Retention Drawbacks: - 80/20 rule - With so much good will and drive, people can find it hard to keep effort in proportion to the task in hand - Team members can be so engaged they will work themselves hard, too hard sometimes to meet our stretching targets - A collegiate, positive culture can be more consensus based - Our instinctive optimism means that “do not proceed” is an unlikely option - Just as the company has high expectations of the team, so they do of the company