Hays Firm LLC’s Post

Confetti cannons at the ready! 🎉🎈 Happy 3-year Employee Ownership Anniversary to US! 3 years ago, we decided to cross that Rubicon River & become 100% employee-owned; we haven't looked back since! The team's voices have never been more heard, and with employee ownership, we've experienced a host of benefits that have transformed Rubicon for the better. As Rubicon grows and prospers, so do the team as beneficiaries. Becoming EO has taken our core values & purpose to a whole new level. With ownership comes a united interest in the company's goals. We are all working towards the same objective to improve working lives, creating a cohesive & resilient team. As well as this, the team is encouraged to share ideas, feedback, and concerns, leading to better decision-making and increased transparency. 💬 Our team are not just employees... they're stakeholders in the company's success. ⭐ Last week, we celebrated this marvelous milestone at our quarterly company meeting over pizza, drinks & cake! We also unveiled our summer activity to the team 🌊 & we took time to reflect on our achievements during a highly successful Q1, setting the stage for continued excellence in the coming months. READ THE FULL STORY: https://lnkd.in/gPicYF4 . . . #employeeownership #eo #recruitment

Adland is broken. The lack of BAME representation in senior leadership doesn’t really hit home until you see the numbers across the board. An industry riding the coattails of “culture” and putting BAME talent in front of the camera but rarely allowing them to be decision makers at the top tables. After all the lip service the industry paid in the promise of becoming a more diverse industry and after all the D&I roles that were created and filled (and subsequently made redundant) in 2020 in the aftermath of George Floyd; it feels like we’ve gone backwards. On top of that, the BAME pay gap is shocking. The hollow attempts at building a more inclusive industry are never more glaring when we’re giving pats on the back to agencies for sharing their depressingly bad D&I numbers. As if that’s bravery. Bravery is doing something about it. We need to stop congratulating the bare minimum and start holding people accountable. If you think this post is about you then it probably is.

Absolutely loved being a part of my first Packsmith All Hands on Friday last week with Reuben Jamieson and Abbie Brice (née Burgess) For me, it's one of the reasons why we offer the Fractional TA + P&C model at We Are Eight Being in the team, feeling like one of the team, getting to know and shining a spotlight on our awesome Packsmith team and what they're up to, getting to hear about product updates, where our sales and revenue is at, celebrating the wins and hearing about the lessons picked up from the non wins. It gives us insight that we wouldn't usually get in a traditional recruitment process. It helps us get a crystal clear picture on who Packsmith are and what types of people will suit the environment we're experiencing firsthand. What do you think? Using this model, would you expect stronger cultural matches? Happier people? Higher retention? More alignment on values? And ultimately, give the company a better chance of success? If you're curious to know more about how it works, let me know. Always happy to chat

Associates Week Day 4 wrap up - We are common people doing uncommon things Today I participated in the most bizarre business meeting of my career. We (Canadian team) had a 2.5 hours meeting with our C-level team, part of it dedicated to a Q&A session. I was expecting shop talk. Oh boy, I was wrong. The meeting was about personal histories. They shared theirs, a bunch of us shared ours. A reminder of what we all are - people trying to do their best, succeeding sometimes, failing sometimes, needing encouragement when we feel afraid, feeling the pressure of multiple demands and the excitement of helping other people grow; we are in paths that are not the result of a well defined plan, but are forged as we go and life happens. #shareholders2024 #shareholdersCA2024

Did you know that companies with a strong recognition culture have 31% lower voluntary turnover? At IVillage, it's not just about hitting targets, it's about helping others hit theirs. We're celebrating our "Employee of the Month" in a unique way. It’s a heartfelt thank-you note from the team, to the #team. Our #superheroes are those who go above and beyond, not for personal glory, but to elevate their #colleagues. They embody our core values, offering a helping hand and ensuring no one is left behind. This recognition comes from the heart, reflecting the #humanity and #unity that make IVillage a family. Let's take a moment to #appreciate the unsung heroes in our networks. Who’s been your superhero? Share your story in the comments and let’s celebrate those who make a difference. If this resonates, repost and spread the appreciation. #Teamwork #Recognition #Community #IVillageAFamily

 A Night to Remember at the Suffolk Care Awards ✨While we didn’t come away with a trophy last week, being finalists in three categories was a reward in itself. It gave me cause to reflect, it had given us a reason to attend a glittery dinner, dress up, relax and laugh. Not something that happens often enough these days 🤔  What stood out the most wasn’t the accolades, but the experience of attending the awards together as a team. Angela Rippon gave the opening speech and reminded everyone that carers are often undervalued and underpaid ( in my opinion  much overused and overstated buzz words without true context, but that’s another story). However we were there to celebrate and recognise the opposite sentiments, after all that's been our vision for the last 11 years. Yes winning would have been icing on the cake but in a way we still won. One of my team wrote afterwards: "I have no doubt that in the coming years, this company will stand out even more, and people will line up to be a part of this team. It’s not just a place to work—it’s a community where you are valued and supported, where the well-being of both staff and clients is paramount." To me, that means more than any trophy ever could. That’s a big WIN It was a reminder that beyond the hard work, the targets, and the day-to-day, we need to take moments to laugh, dress up, and simply enjoy being together. It’s in these experiences that our sense of community thrives. Here’s to celebrating the small victories, the shared moments, and the incredible people that make this journey so rewarding. 🎉 Thank you. #CareCommunity #Teamwork #Celebration #SuffolkCareAwards #ValuedTeam #CultureMatters #Milsoms

Watching this organisation 55/Redefined with increasing interest, loving what they're doing to drive understanding of the need for Intergenerational Organisations, for me that's Multi Generational (often the norm) combined with purposeful intention across all areas of the organisation-NOT just recruitment. 1.27mins in 3 top actions to discover how well your organisation is performing-unmissable.

A few months ago I posted about our 'Roadworker of the Week' series, a small idea that has grown legs, with continually positive sentiment from the public. We've now delivered over 25 posts, and we're seeing some amazing things happening - Roadworkers who see the posts are nominating themselves to showcase the work they do within the industry - People are nominating roadworkers they know, or have met - People are seeing our roadworker of the week, and sharing a story to prove how worthy they are of the title (like the below, an additional story we posted yesterday) - Unprompted, people are telling our staff they love these posts - Our teams are starting to plan a road worker of the week to tie in with other campaigns, or project milestones Humanising these amazing people shows everyone that roadworkers are a crucial part of society, not just mobile road cones. And just maybe, we can create a bit of behaviour change as well. Looking forward to the next 25 Roadworkers of the Week, and beyond.

Today, three of the Employee Trustees at Stephens Scown complete their three-year terms and hand over to the new-look group 😢 They’ve achieved a great amount, and put in enormous effort over the last three years, so it’s sad to see them step away - but brilliant to be able to celebrate their contributions 🎉 They are Team Players, they are Role Models. They are Scowners to put on a pedestal. Kia Pearson, Lexie Williams and Anthony Booth have helped to evolve and re-define what EO is at our business, how it can contribute to the growth of the business and the experience of our colleagues, and they will be missed. My highlight from our time 🤔 it might be when we all had the opportunity to present the launch of our behaviours to the business, and each Trustee celebrated great examples from across our workforce. That, or when we pre-recorded our AGM for EO Day 2024 and Lexie secured the guest appearances of ex-Olympians and other sporting stars. I’m sure that they will continue to contribute, albeit without the title. With the change comes the brilliant opportunity for the new Employee Trustees and in the hands of them our employee owners can remain confident – Emily Smith, Gemma Mittell (Symons), Meesha Ghovanloupoor, Tyler Richards, and Natalie Vizard. #EmployeeOwnership #Culture #EmployeeEngagement