Team Building | Lawrence Jones

Does It Pay To Invest In Your Staff?

July 26th, 2010

“Why should I invest in my staff? I already pay them very well. I dont want to socialise with them, they work for me!” These are some of the common responses you hear from business people. And there lies the problem. The “them and us” philosophy. A manager is someone who manages and evaluates peoples KPI’s. Dross! If you are part of a well organised unit, a manager will know his or her team inside out and will be socialising with their team regularly. I don’t mean at a token Christmas Party, I mean a real togetherness. And yes when you do celebrate something together, do it in style. We had our UKFast 10 Year Anniversary and held it at the Palace Hotel, Manchester with a sit down black tie dinner. We reinacted every part of our wedding reception which was in the same building 7 years earlier, with the exception of wedding attire. We thought, what is the best party we’d ever been to? Our wedding, was the obvious answer. The result; lets throw a humungous party for our team, their families and our friends of UKFast. What a party!

We even had Clem Curtis and the Foundations as the band and the entire squad of Sale Sharks players, girlfriends and wives came too. Clem celebrated his 69th birthday that day and still rocked the house like he did back in the 70′s.

This years annual party is even bigger. To celebrate an amazing first half of the year and for just being in business together, we are having UKFest. Yes that is UKFest and not a typo. It stands for UKFestival. We are throwing a weekend festival for friends and family of UKFast down in Wales on the Castell Cidwm estate, and if I can convince the farmer behind to borrow his field, we can squeeze in some extra tents and portaloos and invite even more guests.

But its not just parties and nights out. Your team mates need constant training, their environment needs to be just right. People are sensitive. Quite often, new starters bring with them associations of what businesses are really like. It’s their first hand experience from a previous job and they have the association firmly set in their mind that management equals pain and inconsistency and all businesses are the same.

Sometimes you can never break that association and people go through their lives really not enjoying their job.

We are currently in the process of kitting out our office with a huge amount of greenery. It is partly to celebrate the start of a brand new business venture with a friend of mine who has been in the world of trees and horticulture for 17 years with his lovely wife Clair. It’s also a great excuse for me to have fun and reinforce that by creating a fun environment.

So once you’ve created the Best Place To Work, what then?

I am a great believer in working with people to get them to be their happiest they can possibly be. But you know what, sometimes you just cant please everyone. If you have an individual who doesn’t quite get your core values and what you really stand for, they will probably work against you. Not necessarilly deliberately, but nevertheless, by them not “buying into” your culture and philosophies, they can cause a huge amount of damage. If that person is in a senior position, you have even more trouble.

I read a book called The Extra Mile that focusses on alignment and engagement. The 2 buzz words of corporate HR.

Objective number one is go get everyone aligned with your way of thinking, then get the most engaged people into positions of seniority (as long as they fit the mould) and then work towards getting every individual engaged.

Easier said than done and it is an ongoing quest when you have hundreds of staff. But it is possible. UKFast is living proof of it and although we are more a work in progress than the finished article, we are having fun learning about each other in the process.

The same book states clearly that if you have a manager or someone in a senior position who is either disengaged, or engaged but not aligned, you are in for a rocky ride, but there’s enough to discuss on that topic to warrant a dedicated blog.

I love puzzles. Getting your team right is the ultimate puzzle. It is like doing the rubiks cube in the dark!

So do people really understand the importance of alignment and engagement? I think not. It amazes me how many office environments I see or hear about that are simply not places I’d want to work. And working from an industrial unit is not an excuse either. I went to see James Timpson’s offices in Wythenshaw. Apart from the fact James was building a swimming pool off the staff canteen area, everything about his office was simply a “Wow!” And that being said, I don’t think you could find a managing director who places people and their well being higher on the agenda. James is a credit to British business and an example to other business men and women who want to build something extraordinary. He not only followed in his father’s footsteps, he strode on ahead and paved the way for a new era of “upside down management.”

And so after my FD at UKFast put it so succinctly. “We have colourful staff, but the office is a bit grey” I thought it time to take our “fun initiative” to a new level and start living some of our values! You can always do more, and if you ask yourself that question, can I do more at every stage, you will normally get better results.

So does it pay to invest in your staff? Absolutely! Invest in the workspace, training in every aspect of people and career development. I am just beginning to see the fruits of our labour, and it is worth while. It is difficult to quantify human emotion, we all understand monetary values, but when it comes to effort and passion, we don’t have a scale to measure it. As a result, I think it falls by the wayside in order of importance in 21st century business.

With regards to the office environment, when people ask “what is the rationale behind such a beautiful office?” I simply say, “when I come to work I want to feel a million dollars. I want my team to feel te same.”

If you have any comments or ideas on how we can continue to develop at UKFast, I’d be very glad to hear from you.

Tags: awards, business, Lawrence Jones, motivation, team building, UKFast, young entrepreneurs
Posted in Business advice, Business motivation, Entrepreneurs and Entrepreneurial Spirit, Lawrence Jones, Manchester, People development, UKFast | 3 Comments »

Are Core Values Marketing Hype Or Necessity?

July 11th, 2010

Well its been an interesting week. I have lost a few staff who grew up in London and wanted to move closer to home. There is not really a lot you can do about that except wish them well and keep the door open. I used to hate losing valuable team members, but these days I take much more of a pragmatic approach. There are so many great people out there, losing someone is a massive opportunity to strengthen the team. If someone is leaving, it is fair to say they have been off their best for sometime. I have never met someone who has left at the top of their game. Even high achievers who leave with a big bang and a great final month. There is never anything in their pipeline. They have moved emotionally long before the resignation letter arrives.

I think it is Ken Blanchard who says “people never arrive in the same demotivated state as when they leave.” He blames the management, saying they deteriorate through poor leadership.

It happens at a time when 4 people return to the UKFast team, so out with the old, and in with the even older! The common theme being, “you don’t know what you have got until you haven’t got it anymore.” I am sure it is not the case for all of the people who leave UKFast. Businesses are always on the move. The direction and speed of all businesses differ. You have to find the one that suits you the most, the one that is going in the right direction and at the right speed and is full of like-minded people. You have to be realistic though, people join you for a certain duration, often mapped out as part of their career goals. Even the most motivated of people can leave if it is part of a wider career strategy.

So how do you keep staff?

Whether you are a seasoned entrepreneur, or one that is just starting out, I believe your business need an identity. You need Core Values. Now you can copy these from other businesses, yet a word of warning. It wont work. Many of our competitors have mysteriously adopted similar or identical core values and marketing initiatives, but unless they are genuine and come from within, you will not be able to live these values day in, day out. And when you attract people with similar values that you are professing to have, they will soon recognise a pretender and once you are found out, they leave. It also creates discord amongst your existing team who will voice cynicism, worse still you wont even know about this as it will be done behind closed doors.

You need to ask all your team for the words that they like to be associated with whilst at work. Words like Honest, Professional, Hard working, etc there are litterally hundreds of them to choose from. When we did this at UKFast we used a local PR agency with a good reputation to come in and do this. We felt it essential that we did not influence the process in any way. Mike Perls the managing director of Manchester’s MC2 helped us out in person and he decided to go through each department seperately.

The results were astounding. Mike quickly realised that every department chose the same 5 core values. He explained the rarity of such a discovery and professed “you may be on to something here!” This was back in 2003 / 2004. The prediction was right. Our core values were set, and although up to the time of the exercise we did not know what they were, ironically we were all living them. Is this an accident? I have to say yes, as I have had no formal training whatsoever to run a business and my steep leaning curve has come from getting stuck in and not being frightened of making mistakes. The irony of finding 6 departments within the business with identical values is probably down to our recruitment strategy. I think we simply employed people we felt we will all get on with. Our early strategy (although that’s a bit too posh a word for it) was people first, qualifications second. I look back with close to a decade of experience and on hindsight, it wasn’t such a bad HR strategy.

As an 11 year old business we still recruit on a very similar basis. I am not interested in CV’s or stories of someone being the best sales person in their last job. With the right attitude and values I believe I can turn anyone into an even better one. Qualifications can often be camouflage for some absolutely awful candidates.

This is why our training centre in Wales is so important to us; Castell Cidwm. If you can get through there and you are still smiling, you’ll fit in.

So how do you identify your own core values?

I’d recommend what we did at UKFast back in the early years and split up your business into teams, keep the departments together if you like and ask everyone to write down 10 values that they hold dear. I’d then encourage them to discuss them as a group and get them down to a maximum of 7. Once they have argued which ones they want. I’d make them re-do this until they come back with 4 or 5.

A business should not have too many values. It simply becomes to complicated to manage if it does. After all, you can only feel one emotion at a time. You cant feel happy and sad, frustrated and angry, bored and vexed. We are quite simple folk at the end of the day (especially us Welsh), so simplify the values as much as possible.

It is unlikely that you will get the same result we got back in 2003 and you definitely wont get the identical list of values we chose either. I have done this now with many businesses and I have never had the same result twice. What does this tell you? Never, Never copy someone else’s. By copying others, you do yourself and your business a disservice and furthermore you waste a great opportunity to unite a team.

Now that you have your core values in place and everyone is in agreement you need to invest in your staff. (Part 2)

hedge your desk

Greenest office in the UK! UKFast

Tags: business, Castell Cidwm, entrepreneur, hr, Manchester, motivation, pr, team building, UKFast
Posted in Business advice, Business motivation, Entrepreneurs and Entrepreneurial Spirit, Lawrence Jones, Manchester, People development, UKFast | 7 Comments »

The Balancing Act

June 21st, 2010

Everyone is talking about the World Cup and in particular the performance of the England team. Much is made of the money they earn and the lack of spirit they demonstrate. For everyone sitting on the sidelines (some who have saved and spent a considerable sum to go to Africa) this is a particularly upsetting state of affairs.

So what is wrong?

I am someone who enjoys a challenge and I spend time observing behaviour. So England’s performance and particularly the reaction of Wayne Rooney interested me immediately. I remember meeting Coleen Rooney and her dad and brother whilst on holiday in the Caribbean at Sandy Lane. I didn’t spend much time with them, but enough to understand their values and the sort of people they are. Clearly hardworking, proud working-class Brits (if there is such a thing anymore.) It would be safe to say therefore that Wayne Rooney is no different, and from watching him play on occasions for Manchester United his hardworking roots show through.

So why are so many people blaming Rooney and the team for the poor performance. It seems fair, after all they are the ones who are on the pitch. We in our millions however vocal cannot influence the game from our armchairs.

For Rooney to be that vocal about his performance and react so negatively to the fans, it shows he clearly has nowhere else to turn. Somewhere, someone is calling the shots and I assume that is the manager and he has not got the buy in from his players.

The negative attitude from the team demonstrates they do not agree with something pretty important with the current England set up. Be it the formation, selection, the banning of the wives. Somewhere behind the scenes there is a clear undercurrent undermining the manager.

So how do you combat this situation and get the team back gelling?

It is a very difficult one to fix, especially during a competition. Clive Woodward a man who knows what it is like to create a team that lifted the Rugby World Cup referred to certain individuals as “energy zappers.” He identified these energy zapping people and removed them from the team and eventually the squad. He got a great deal of resistance too from the rugby community who couldn’t understand why he kept out great players.

In my opinion the England manager is making some pretty basic mistakes of leadership and management. He has set his stall out, banning the wives, picking the team and creating the formation and it looks very much like he has not got the buy-in from his team members.

It is one thing to ban the wives, which incidentally is a good idea. However if you do not sit husbands and wives around a table and explain what and why you are doing something, all you are going to do is create an army of influential people ganging up and undermining from the sidelines, and as they are not allowed on the sidelines they are probably on the phone ranting after and before every training session and game.

What Capello should have done was sit the wives and girlfriends down with the players, explain the importance of this once in a lifetime opportunity and got their agreement that 100% focus and commitment is required. He should have treated it as a military campaign almost as if they were off to war. He should have encouraged zero communication from friends and family throughout the tournament. Imagine the power of the players and the feeling of camaraderie amongst the team if he’d done this. All the players feeling and sharing the emotions together, not being able to rely on anyone else but themselves. Instead, he has created a nightmare for the players who are trying to keep their wives happy from 60 miles away. Not the sort of focus you want your players consummed with.

In this sort of environment he has a group of WAGS furious with the whole set up and hell bent on undermining it at every level.

On the pitch this was evident that the players made a public show that they do not agree with the current set up.

Whatever he does at this point is going to be scrutinised by the players. So the fact that he has now made a few odd selections and left out good friends and players who they can rely on, means that they start to question the whole set up. Throw in a formation that they dislike and hey presto, you have Friday night’s performance down to a tee.

So how do you fix it?

That is a really good question. Firstly the manager needs to listen. He has a difficult task ahead. He will have a lot of ideas thrown at him. Some good, some bad. He cannot agree with them all, yet change is necessary. If he wants to save face then he is finished and the boys will be on the next flight home. If he is big enough and he can sit down and have a sensible discussion and allow the team to contribute, he has a chance.

Whatever he decides, he needs to get the buy in of every player. Each player needs to understand their roles with in the team selection.

But to get them to “get onside” at this stage is particularly difficult as many managers have failed in the past. The main problem here is that the professional football player is overpaid and underworked. He has an entourage of yes men following him and his friends and family and they are treated not like celebrities, but more like Gods.

How do you manage someone with a massive ego, it’s not easy. So how do you manage a squad full of massive egos. Why anyone would want to be a football manager I don’t know!

His only hope is to remind them that this is a once in a lifetime opportunity. This is England! The problem is he is NOT English and if he tries to wave flag it may be more like a red rag to a british bulldog.

Deep down, all the players want to do is make their friends and families and the millions of well wishers proud. They have one chance. I have just seen Gerrard on the TV talking about a team talk they are all about to go to and his statement to the camera reinforces what I say here. He mentioned that Anelka was sent home for speaking his mind, then paused before adding, well there may be a few of us on the way home then.

I have come across situations like this from time to time in business. It is easy to make a change in the hope that this will solve a bigger problem you may have, only to find out it compounds the issue. Sometimes I feel that I may listen too much. but at least if I have made a mistake, I know somewhere someone will speak up and set me straight.

It’s a balancing act, keeping your team happy and getting the results. The 2 are closely linked. Damage one and you damage the other. Get the spirit right and you can achieve anything. It is a quest that I strive for and continue to analyse. It is the ultimate puzzle. If you leave it, it stagnates and if you tinker too much you distract it. It requires care and attention and also great people on board. And it is the great people that invariably end up running the team. A good manager should not have to do anything, just observe. Sadly I am not there yet, but I am getting closer.

Tags: England, goal setting, motivation, team building, WORLD CUP
Posted in Business advice, Business motivation, Lawrence Jones, People development, UKFast | 4 Comments »

Life in the UKFast lane

April 26th, 2010

Who are the UKFast girls and what is their purpose?

The UKFast girls work incredibly hard. They are all super intelligent, fun characters with big personalities with the caring gene which means they make the perfect hostesses. You find the UKFast Girls at all the outside events, Twickenham, Sale Sharks, Silverstone Grand Prix and all corporate hospitality. They also fly with me on a great deal of my business travels and commitments.

I find it helps having fun people around. The girls help break the ice at events and play an invaluable role in so many areas of the businesses. They all double up in some capacity or other – be they a PA, sales person, account manager or even senior manager. By hanging around with the girls we develop strong relations with each other cementing a bond which is necessary when working under pressure.

I personally believe it is the toughest of all the jobs at UKFast. They are expected to always greet people with a big helpful smile, a task they do very naturally.

They have been a big hit at the premiership rugby this year, we have never had so much involvement directly with the players.

The photo here is of the girls thawing out after a morning skiing. They have all been involved with the 2010 UKFast Hosting Summit in Verbier’s prestigious venue, The Lodge.

After a heavy week discussing how to revolutionise our product offering, The UKFast Girls are due to be flown back to Manchester by Private Jet so they are fresh and ready for the Internet World, where they are hosting the UKFast stand at the hosting worlds biggest conference.

Why not come and say hello! If you are in London this week, Tues, Wednesday and Thursday, come and visit us there and meet the ultimate team that helps make UKFast one of the most unique businesses on the planet.

UKFast Girls on The UKFast Private Jet

Tags: business, hosting, Lawrence Jones, motivation, team building, UKFast
Posted in Business advice, Business motivation, Lawrence Jones, Manchester, People development, SaleSharks, UKFast | No Comments »

The Lodge, Verbier Review of the ultimate Ski Chalet

April 24th, 2010

The Lodge

If you go to the Virgin Limited Edition website we will see a whole host of amazing properties. They all have a similar style of layout with long sociable dining tables, comfy spacious chill-out lounges and bars where you can help yourself to just about any drink or cocktail you can dream up.

One of my favourites is The Lodge. It is particularly special to me as my early memories of the Alps always involve bus trips and cheap hotels. As I grew a little older I progressed to chalets, but invariably you get what you pay for. I am in a fortunate position to be able to experience The Lodge, at £80,000 to £90,000 per week, it is a place for the discerning skier who wants to really live it up in the mountains. It is the ultimate hideaway, with a beautiful style of bleached & distressed wood throughout the building. Down stairs there is a swimming pool and jacuzzi with a steam-room and gym. Although the gym is small, really with skiing all day (if you fancy it) and mountains to run up and down, even I seldom use it.

Another great point is the location. And even though it is only 250 yards from the bottom of the main lifts in the resort of Verbier, Switzerland, the team here drive you to and from the lift entrance.

Do you remember the queue at the ski rental shop? Here the guys from the ski shop bring the boots and skis to the Lodge for you to try on at your leisure. Nothing is too much trouble for the team of superstars that Branson and the managing director John have hand selected.

The food really is something else too! We are not the easiest people in the world to cater for. We are incredibly disciplined and my wife and I eat no dairy, wheat, and my wife takes it even further with zero citrus as well. Yet the chefs are all too accommodating. Cutting out wheat and dairy more or less rules anything scrumptious out of any meal. Not for these guys, Gerwyn the head chef and his crew design and make cakes you could not believe were possible, using blends of rice and tapioca flour and soya milk. The Michelin stars are evident the moment you put food to the palette.

The bedrooms are wonderful, all spacious and have great touches like funky ducks on the sides of the baths, and bath hats you feel compelled to take home for the kids. There is nothing quite like the Lodge. The jacuzzi, a cup of tea and a Bolivar cigar complete a good days skiing and prepare you for the evening of kicking back and enjoying a bottle from Richard’s wine cellar. That is something that is common to the Virgin Limited Edition properties. You really do feel you are in someones home, and with pictures of Richard Branson with his kids and wife and friends on the shelves, it simply makes it all the more special.

I know it is out of most peoples price bracket, however the touches that these guys lay on can be done by any operator. It’s just that people don’t overlay this layer of attention to detail. Things like:

your names are written on your door in chalk
the boot room has an elaborate system which dry and warm your boots so they are warm in the morning and again with areas named for your hats gloves and equipment.
postcards with stamps already on them are in every room
a cuddly toy dog with “let sleeping dog’s lie” to leave outside your room if you want a lie in
great books you can pick up and put down everywhere, in every corner of the house

the list is really endless.

Hat’s off to Hannah and her fantastic team and best wishes to Hannah and Paul who are expecting their first little-one soon. We are thinking about you and we look forward to returning soon and catching up.

If you are thinking about having the ultimate mountain holiday skiing or even mountain-biking in the summer, this is the number one place on the planet for it. I use it for team building and training sessions too where I am able to take people outside of the office environment and get their undivided attention. It is a great place to work!