The best stupid things people say at Christmas

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The best stupid things people say at Christmas
The best stupid things people say at Christmas

It’s the most wonderful time of the year. That’s right…it’s only bloody Christmas! And do you know why it’s my favourite time of year…because people say stupid things at Christmas.

So what better gift from me to you, than a list of the stupid things people say at Christmas time.

 

“I’m sure it gets earlier every year”

No…no it doesn’t. Christmas day is definitely December 25th, every year. Celebrating Christmas may get earlier every year. The house down the road from me put their lights up on 1st November – they must have nothing better to spend their money on than lights bright enough to cause seizures to anyone within a 5-mile radius! But I googled it…Christmas, definitely 25th December. Every. Year.

 

“New Year, New Me”

Sharon, you ain’t fooling anyone hun…you tried 7 different diets last year and still ended up half a stone heavier. You went to the gym twice and then faceplanted the biscuit tin on January 5th. It all went downhill from there. You decided to stop smoking…but you mysteriously re-enter the office three times a day smelling like a pack of B&H. Stop pretending that on January 1st you are going to wake up a different woman.

 

“It may be Christmas, but things certainly haven’t slowed down”

This one is for the recruiters out there. The recruiters who think that by posting about how busy they are over Christmas, clients will suddenly fall at their feet. You know the ones…pinstripe suit, bell nailed to the wall of the office, sat at their desks until 5.30pm on New Year’s Eve to score extra points with the directors. Newsflash – nobody gives a shit.

 

“Let’s not do gifts this year”

Warning – THIS IS A TRAP. If your partner says you shouldn’t exchange gifts, you should definitely get them a gift. I can guarantee they have got you one and, if you don’t reciprocate, you will instantly be the Grinch that stole Christmas. Your partner will also proceed to tell your parents, her parents, the entire family and all of your friends and anyone who will listen, that you didn’t get them a present.

 

“What did Santa bring you?”

Nothing. Because I’m 29. Santa isn’t real.

 

“Is it too early to have a drink?”

“Yes, it is”, said no one. Ever. As a child, the traditional Christmas breakfast consisted of chocolate fingers and Baileys, followed by a bath with bucks fizz (bucks fizz in a glass, not in the bath!).

Rule of thumb – if you aren’t half cut by the time Christmas lunch is served, you are doing it all wrong.

So, there we have it…. the list of my favourite stupid things that people only say at Christmas!

Feel free to share yours with me. I hope you all have a wonderful Christmas and feel free to use my list of stupid Christmas quotes as some kind of Christmas bingo, or a drinking game, whatever’s clever!

For all things interim management, change & transformation, get in touch with me on kate@refind.co.uk.

What retail can learn from Next’s no-deal Brexit plan

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What retail can learn from Next’s no-deal Brexit plan
What retail can learn from Next’s no-deal Brexit plan

According to a new report from Retail Economics and Squire Patton Boggs, more than a third of retailers admitted that they feel “very under-prepared” for a no-deal scenario and had done “little to no preparation” for a disorderly Brexit.

Of those surveyed:

  • 15% said they were “very prepared”
  • 52% said they had done “some preparation”.

The study surveyed 26 of the UK’s largest retailers with a combined turnover of £100 billion last year.

“It’s awfully concerning that over a third of retailers have done ‘little to no preparation’ or feel ‘very underprepared’ for a hard-Brexit when this scenario could unfold early next year. Leaving the EU without a deal would give the UK total sovereignty over trade, borders and immigration but would also mean the immediate emergence of new checks and costs at the border for trade with the EU.” Retail Economics chief executive Richard Lim said.

A bit of turbulence, but I’m sure the sector – and the country – will get over quickly if we decide on a no-deal Brexit.

Click here for more information on the report from Retail Economics and Squire Patton Boggs.

What retail can learn from Next’s no-deal Brexit plan

Next is the first fashion retailer to make public the preparations it has made in the event of a no-deal Brexit.

They said that although departing the European Union without a free trade agreement and managed transition period is not its preferred outcome, it is well prepared to ensure business continues as usual.

Next recognised there would be minimal additional administrative costs. As long as ports and customs procedures are ready for any changes – and tariff rates are adjusted to make sure consumer prices can stay the same – then it does not envisage any serious impediments to future business.

Tariffs 

  • Next has looked ahead to the possibility the UK will need to lower overall tax rates with countries such as China. They highlighted that the UK already has workable trading arrangements with many of the countries it does a significant amount of business through.
  • Currently, Next imports 53% of its total stock from countries benefiting from the Generalised System of Preferences (GSP). The GSP is a tariff system that provides exemptions from the more general rules of the World Trade Organization when trading with developing countries. The government has indicated that it will replicate these rates for countries the UK already shares such agreements, while further noting it intends to seek continuity in respect of the UK’s current trade relationships with the EU.
  • Next imports 10% of its current stock from the EU and Turkey, which is in a customs union with the EU. In the worst case scenario, Next assumed that the UK would revert to rates at an average cost of 11.8% on clothing and footwear if it leaves the EU without a free trade agreement. In such a situation, it is likely the UK would continue to trade with countries such as France, Germany and Bulgaria on the reciprocal basis that neither levies fees against the other on imported or exported goods.

Additional costs of bringing EU stock into the UK

  • Next does not anticipate that any additional data would be needed to import goods from the EU in any future scenario, since the current declarations required are already of a high standard.
  • The company estimates that the increase in the volume of declarations, for which additional payments for customs clearance charges would be levied, will cost around £100,000.

Delays at ports

  • Next says it is not yet clear if HMRC’s systems and personnel are sufficiently prepared to manage the potential increase in workload and data capture. The retailer said the indirect risk to operations running smoothly at the UK’s ports represents the largest risk posed by Brexit.
  • However, it said, there is “no reason” why goods should not continue to flow relatively freely. Next proposed three potential measures that it believes would reduce the volume of work required at ports and airports:
  1. Temporarily raise import thresholds for goods bought into the UK by small importers, so that they can avoid customs procedures.
  2. Introduce self-assessment tax procedures similar to VAT for customs tariffs and duties, to alleviate pressure on UK ports.
  3. Extend temporary “Trusted Trader” status to more operators through a simplified application process, allowing checks on vehicles to take place inland or at a later date, rather than at ports

Import duties

  • There is a theoretical risk that stock imported to the UK could be liable for double duty if it is subsequently exported. This is because the consumer would be importing the goods at selling price into the EU from outside the free trade area. Goods sold to EU customers from the UK incur duties on their selling prices, although this is waived for orders beneath €150.
  • Next has set up a German company in anticipation of this potential risk, so that EU customers can be sent their goods from a German warehouse.
  • In order to minimise cost increases to consumers in the longer term, Next intends to increase the volume of its EU business done through Germany.
  • As a result of the risk of volatility in the value of sterling, Next has insured itself against any cost-price changes, that may arise if value of the pound drops.

Click here to read the article from Drapers from which I took inspiration for this content.

To discuss this further, you can email me on danny@refind.co.uk.

re:find help businesses find the talent they need to deliver transformational change.  Clients call us when they need change to happen quickly and effectively. We are Executive Search and Interim Search specialists.

Click here to read about what we do specifically in the retail sector.

Global retail trends and innovations from 2018

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Greek philosopher Heraklit was right 2,500 years ago when he said, “The only constant is change.” It’s certainly true today when it comes to retail. The monopoly of brick-and-mortar-based transactions is history.

The launch of online shopping marked a new era in retail, challenging the mindset of traditional retailers and forever changing the expectations of consumers. Voice services, like Google Home and Amazon Echo, and Amazon’s leap into physical retail space set new standards. Today’s consumers are always shopping – even when they’re not. A new normal is born! Changes are coming fast. The majority of tomorrow’s consumers are digital natives, born in a world where boundaries between digital and physical worlds have vanished. Retailers need to adapt to find their space in this new normal world. They need to be relevant, interesting and meet new expectations.

It’s time to change, to re-think, to innovate.  

I have recently read a report from Pragma Consulting titled ‘Global Retail Trends & Innovations’ – you can click here to download the report. The report evaluated over 40 innovative cases from more than 18 countries, revealing four different retail trends, to create a detailed big picture of what’s to come. I thought the report was excellent so I wanted to give you an overview of it here.

Trend #1 – Smart Shopping  

The modern consumer is busy. Millennials, especially, feel busier than ever. Between career, job, school, family time and social life, not much time remains for other chores. Therefore, the focus has to be on what consumers value, with “return on time” as the new currency. Consumers look for convenience in the purchasing situation and solutions that both optimize and save time. Smart shopping makes consumer life easier, simpler and more efficient, without compromising the quality of products or the shopping experience. Smart shopping is often driven by the use of smart technology and an integrated omnichannel experience. Here are the global retailers covered in the report:

Bringo,  Decathlon City,  Welle 7, Casper Media, Markt, Autobahn Motors, Chef-in-Box, Lowe’s Innovation Lab, Walmart, Pepe Jeans, Unmade, eBay, Myer.

Trend #2 – Interaction 

As a result of globalization and a world increasingly merged on every level, (e.g., economically, culturally), consumers have evolved to strive for personalization in all aspects of their lives, including of goods and services, and unique lifestyle choices. In a mainstream world, we want to feel special. In retail, the interaction between customers and staff sets the scene and tone for a personal shopping experience. Due to the rise of e-commerce, when consumers decide to shop in brick-and-mortar stores, they seek the personal experience that the online world cannot provide. The interaction in the store between products, staff and brand is essential, as it allows for more accurately identifying customer needs, building relationships and loyalty and personalizing the shopping experience.  Here are the global retailers covered in the report:

L’appart de Leroy Merlin, Mini-Migros, ROSE Bikes GmbH, Barnes & Noble, Blackmores, Barnas Lekeland, Beauty by Boozt 

Trend #3 – Emotional Retail 

Consumers do not choose a product based solely on its functional value, but rather on what it represents and the expressed/demonstrated values of the brand. Emotional retail is all about creating emotional ties and strengthening brand awareness through intensive storytelling and strong content. Being a retailer or a brand is more than selling products or services, it’s about creating identification and connections.

Consumers who identify with a brand tend to commit to it more strongly. The functional value of the product or service is subordinate to the added value that comes with it representing the consumer. Consumers’ perception of and identification with the brand is essential for creating a loyal, long-term relationship.  Here are the global retailers covered in the report:

Tegernsee Arkaden, ALDI SÜD, BUTIQ, Reserva, Indigo, IKEA temporary, LINE Friends, Fabled by Marie Claire, Nike Soho, LAGO, Dr. Martens, De Balkonie, Foodmarkt City by Jumbo, Orsay

Trend #4 – Responsibility 

Consumers care, and so should you. They care about the environment – both locally and globally, they care about people and social responsibility, they care about themselves and what they put in and on their bodies, they care about production conditions, etc., and, therefore, we quite often see consumer outcry then businesses are discovered to be violating social norms. Consumers have never been more socially conscious and brands and retailers should, therefore, incorporate social responsibility into their brand identity. Consumers want to feel that they are part of something greater when buying a brand, meaning that brands must provide them with an opportunity to support a good cause.  Here are the global retailers covered in the report:

UpsideDown, Coeur Paysan, ADIDAS – Knit for You, Feeding Spain, OBBIO, Reformation, Farmdrop, Happy Tosti, Bellamy Gallery, Veras Copenhagen  

To discuss this further, you can email me on danny@refind.co.uk.

re:find help businesses find the talent they need to deliver transformational change.  Clients call us when they need change to happen quickly and effectively. We are Executive Search and Interim Search specialists.

Click here to read about what we do specifically in the retail sector.

Why recruitment processes are awful (and 10 top tips on how to get it right!)

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Candidate care is important
Candidate care is important

Recently, I met with Simon Brown, HR transformation and change communications leader, to discuss candidate care for our ‘Insiders Story’ blog series. He talked to me about the less than inspiring candidate care he has recently experienced and gave his top tips for hiring managers, to ensure candidates are treated properly.

Where did it all start?

Years ago, when I was a Recruitment Director for large global companies such as GSK and Coca-Cola, we deployed something called a candidate care code. In the ‘war for talent’ it was an important differentiator.

But what about now?

Recently, I found myself back on the job market after a great two-year interim assignment as a HR Transformation and Change Communications Leader for a medical technology company. Here, acquisitions, integrations and workday system implementation were key features of the role.

I was hopeful that a new challenge would come along soon enough. But as a 2018 job candidate, I had a few surprises coming my way……

Positives in the candidate experience:

LinkedIn really helped with their jobs feature and the fact I could make my profile searchable and easy to view for head-hunters. I like that.

I could apply for roles using the Workday application process linked to company career sites or by ‘easy apply’ on LinkedIn. So that bit was generally quick and positive.

Not so positive…

The way recruiters jostled over roles, competing to get your CV to the client, and how interviewers and hiring managers were either untrained for their role or just seemed to not care. Often the process was not as smooth as I would have expected either.

Can you give some examples?

The first example was regarding a role at a leading global energy organisation.  I was approached by three different recruitment agencies for the same role, they each said my CV and experience would make me “a perfect fit “for their client. I always believe that from a perspective of integrity the candidate should go with the first recruitment agency that approaches them for the same role.  I went with the first provider and got through two telephone interviews.

I was invited to the company offices for a third interview. When I arrived, I went to reception. They were not expecting me, had no record of my name, and when I told them the name of the person who was interviewing me, they didn’t know them.

So, what did you do?

I decided to sit in reception for a while anyway to see if they turned up – they did, 10 minutes late.  They were in a hurry and could only give me 40 minutes. They’d also forgotten to book an interview room, so we had to find a couple of spare chairs in the open common area where 10 or so employees were also sitting. The interviewer spent 30 minutes describing the company and the project (all of which I had heard before at the first and second interview). They then realised they were running out of time, so I had five rushed minutes to explain why I was right for the role.  I drove home feeling frustrated about my interview experience.  I heard a week later that I wasn’t successful. Although the company is a well- known global brand, I felt relieved not to be joining them.

I hope the next experience was better for you!?

Unfortunately, not! The next role I saw was on LinkedIn – the algorithms told me I would be in the top 10% of applicants and had 10/10 of the key skills required for the role based on my profile. Great!

However, when entering the career-site, I was stumped at the first hurdle, as the ‘bot test’ didn’t work correctly. Thinking laterally, I contacted a former co-worker who was now working in HR at the company. I explained my challenge and asked her for a referral. She agreed to the referral and got IT to fix the issue. Within 3 days I received an email inviting me to a 45minute telephone interview and was told this would be a competency-based interview to see how my skills and experience matched the leadership principles of the company. (So far it was an “ok-ish” experience).

So, given the advice from the company recruitment team email, I spent 2.5 hours reading the leadership principles on the company intranet- site, identified examples from my past career experiences which would illustrate my relevant alignment to those leadership principles and read everything I could find out about the company.  I was well prepared. Or so I thought…

My telephone interviewer greeted me on the call with an introduction about themselves and told me that it would not be a formal interview, just a chat and an opportunity for him to explain the company and the role. I listened to the interviewer as they proceeded to spend 40 minutes telling me about the company and quite a bit about themselves. I wondered whether this monologue I was listening to was done to test my active listening skills (!), so I replied with timely interjections such as “yes, ok, I see, right “, etc.   When he paused, he said we had 5 minutes left, but he had my CV in front of him so could I summarise my key achievements. I did and the call ended. Two days later I received a standard letter thanking me for my interview but indicating I was not successful.

Overall, a pretty crappy candidate experience then!?

Incredibly frustrating – in both examples! As a candidate, I felt that I had not had a real opportunity to demonstrate or explain my skills and experience.  Both interviews from these top global companies seemed to have been token fly-pasts rather than engaging discussions.

When you have a bad candidate care experience, you tend to tell others about it – which I definitely did! It is important for companies to remember that candidates and their friends and family are potential customers and clients too.

I’ve also had my share of no replies to applications, and vanilla standard rejection letters. I am forever hopeful that one day I will meet a company and a hiring manager who takes the time to see I have the relevant skills, experience and wisdom to share and pass on to them.

From a candidate’s perspective, what are your top tips for hiring managers?

  1. Online career site – make it easy to navigate and read. Needs to be a quick read – not an encyclopaedia!
  2. Applicant tracking system – should not take the candidate more than 5 minutes to complete the candidate profile section.
  3. Post realistic salary expectations. Recruiters should indicate salary ranges or circa targets as this helps candidates to step back from applying, if the salary is clearly much higher or lower than their own realistic expectations.
  4. Listen to the candidate. Interviewers should be ears and eyes and not too much mouth. The ratio of talking to listening should be 20-80% for the interviewer and 80-20% for the candidate. Not the other way around!
  5. Give time to the candidate at the interview. For professional level roles where skills and experience are best explored through conversation with examples provided by the candidate, be sure to give the candidate 80% of the time allocated for the interview to do this.
  6. Follow up on progress.  Don’t leave it more than two weeks after the contact interview to provide an update to the candidate, even if someone is on holiday or a decision is not yet reached.  It is rude not to keep them posted and again reflects badly on the company.
  7. Give constructive feedback. If the candidate is not successful do take a few minutes to provide constructive information which keeps the connection and respect for the candidate and in turn the candidates respect for the company. A bland, vanilla, one size fits all message may be administratively easier for the company, but it doesn’t show consideration or care for the candidate, who may be a customer/consumer too.
  8. Recruiters should take a full briefing. A full briefing on the company and the role, not just crumbs of information passed on in a few minutes. Don’t sell roles to prospective candidates without understanding the company, the boss and the role requirements. And don’t oversell the role.
  9. Don’t put a vacancy out to several recruitment companies at once. A candidate will have a bad experience if there are several recruitment agencies competing to provide candidates for the same role at the same company. It not only indicates that the company hasn’t thought through their recruitment provider strategy, but it could lead to a candidate being approached more than once for the same role -which although at first seems flattering to the candidate, can quickly lead to a frustrating experience.
  10. Don’t flood the market with CV’s. Recruiters are often incentivised by the number of CV’s they put through. Focus on quality not quantity. Care should be taken not to put through CVs which don’t match the role brief. It is a waste of time for the client and the candidate and reflects badly on the selection skills of the recruitment agency. Don’t do it.

Huge thanks to Simon for his time and insights on candidate care. If you’d like to discuss further or if you’d like to feature in our ‘Insiders Story’ blog, you can email me on James@refind.co.uk.

You can view more about James Cumming our change and business transformation specialist here.

Nice guys finish last…or do they?

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Being kind is important
Being kind is important

It’s nice to be nice, right? I always try to help people out – in both my personal and professional life. I recently read a blog by Gary Vaynerchuk about kindness and why it’s so important in business.

He says, “I want to build big businesses and buy the Jets, but I want to do it by being a good guy. I have zero interest in building the biggest building by tearing other people down.”

And it really resonated with me – being kind and helpful is at the core of re:find and how all of us here think and work. It’s important for us to do a good job and help people. There is a stereotype in business that ‘nice guys finish last’, but I just don’t believe that’s true. We can’t physically place all of the candidates we meet, but we can help, give our expertise, or even just point someone in the right direction and this costs nothing!

Being kind is important

I think being kind is important for lots of reasons:

  • It’s nice to be nice! It makes you feel good to be kind and help people out.
  • People don’t forget your kindness. If you look after someone, they remember it – which could end up helping you out in the future.
  • Most of my clients are candidates I have worked with previously and built long-standing relationships with through being helpful and kind.
  • Employees/colleagues like and respect you. If people like and respect you, they’ll work harder, do a better job and the team will be happier and more productive.
  • It’s rewarded – someone is always watching. Even when you think something hasn’t been noticed, it probably has.

When you strip back the titles and status

When you strip back titles and status, we’re all just people – and who wants to deal with someone who’s a bit of a t***!? Being kind gets people on side, which is important in business. Whether it’s dealing with clients, candidates or team members. If you get on well with a client, they’re more likely to continue using you. If you look after a candidate, they’ll remember your kindness. If you look after your team, they’ll work hard and be loyal – people don’t leave their companies, they leave their managers.

Ultimately, we’re all human and we all appreciate someone being decent and looking after us. So, I’d encourage everyone to be kind – you get a lot more out of it than you might think!

If you would like to discuss further, email me at sam@refind.co.uk.

You can view more about Sam Perry our Shared Services Executive Search expert here.

Is there value in psychometric profiling or is it a load of bull?

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Is there value in psychometric profiling or is it a load of bull?
Is there value in psychometric profiling or is it a load of bull?

Relationships…we encounter them every day, some are good, some bad and some can be downright stressful. Wouldn’t life be so much more productive if you knew what others were thinking or how they react to certain situations? By using psychometric profiling or ‘insights’ through the on-boarding process of new hires, you can do exactly that!

Businesses are looking to get creative in obtaining this information, some have an extensive and rigorous interview process with a multitude of stages, others invite potential candidates into their offices for a few hours to experience the culture, but many are using personality profiling during the process.

Recently I’ve seen recruitment managers and businesses using results from personality profiling tools to make key hiring decisions before even meeting with a candidate. There are lots of profiling tools that can be used. They vary slightly on the results they give you, but ultimately it is down to your perception of yourself, more than anything else.

If you’re like me – a ‘people’ person and a keen people watcher – you’ll recognise that the perception that someone has of themselves, can differ to how they are perceived by others.  That’s why I believe you shouldn’t use these as part of the upfront process because you might not get a true picture of the candidate. However, I think it’s a great tool to use as part of the onboarding of new hires. I have used Insights in the past and found it to be both accurate and helpful in my own personal development.

What are Insights?

Insights start with an online, multiple choice questionnaire, where upon completion a personal profile is generated giving a detailed and in-depth insight into individual strengths and weaknesses, approach to problems and your style of communication.

There are 4 colours Insights uses to highlight the different personality and behavioural traits. They are Cool Blue, Fiery Red, Sunshine Yellow and Earth Green. We all have a different mixture of the colours, that are unique to you.

People are not often aware of their personality traits – we all know someone who says they are ‘crazy’, but there are actually very normal – the same can happen in these tests. Some could think their weakness is around leadership, but they are actually a great leader but have just not recognised it themselves. This means you may be missing out on top talent and turning away your next superstar.

This is why I don’t think you should use it as a tool for recruitment, but as a leadership and personal development tool. It enables you to understand people’s personality and behavioural traits and tailor leadership approach and development plan to the individual:

  1. Help develop leadership potential
  2. Help to onboard and maximise the talent of employees

 

Why these tools are good for leadership and personal development?

It increases self-awareness, improves decision making, communication and ultimately performance.

Understanding your colours really helps with everyday business. However, understanding what colour the people around you are, is powerful, because it enables you to be better equipped for the conversation. For example, if you’re approaching a blue, you need to be armed with all the details and the process, however a red will want an action plan and purpose.

Personality profiling can be useful for assessing what someone’s perceived strengths are compared to their strengths in practice and can also help you understand how equipped they feel to handle various workplace situations. Additionally, knowing how a person identifies their strengths and weaknesses can help you understand how best to manage and support them, in order to get the best out of them.

You could be missing out!

I don’t believe using personality profiles to help sift through candidates for a job is the right way to use them, as there is a risk that the self-perception is incorrect. But, from personal experience, I do think using them as part of a development program can be very successful.

Are you a business that uses personality profiling in the recruitment process, then I’d be really interested to find out how and why, and if you’ve been successful in using this technique to recruit and retain new hires?

To have a chat about your executive search, contact me at carl@refind.co.uk.

You can view more about Carl Hinett our Executive search of HR professional’s specialist here.

The dummies guide to office eating habits

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Office eating habits
Office eating habits

Don’t deny it…you know you secretly judge all of your colleagues by what they eat in a working day.

Here’s the dummies guide to office eating, sweeping generalisations included…

 

Serial dieting Sandra

There’s a Sandra in every office…Sandra has done all of the diets. Weight Watchers, Slimming World, Herbalife, The Cambridge Diet, Tea Detoxes that make you crap yourself. Another week, another fad. They never stick to the diet, they never lose any weight. They constantly complain about how difficult their diet is. Yes, Sandra, it is! Maybe it would be easier if you stepped away from the biscuit jar? That’s right, we see you stuffing those hobnobs in your face when you think nobody is looking!

 

Takeaway Tom

There’s a little bit of Tom in everyone. Tom is the guy who rocks up at 9.01am, unshaven and stinking of the 12 pints of Carling he had the night before, every day of the week. Tom eats bacon sandwiches for breakfast, McDonalds at lunch (other fast food joints are available) and mainly drinks Red Bull, Coca-Cola or more Carling. Tom has never drunk a glass of water…or eaten a vegetable.

 

Lunchbox Lorna

We all hate Lorna. Lorna is organised. She spends her evening making her meals for the next day. One Tupperware box of overnight oats? Check! One Tupperware filled with a colourful and exciting looking salad? Check! One Tupperware of carrot sticks and cucumber? Check! Lorna is everything we wish we could be…until that Tupperware disappears from the kitchen and Lorna loses her shit!

 

Clean eating Kevin

Where are you Kevin? You know who you are. You make the office stink. You microwave 12 egg whites at breakfast, you steam cod and green beans at lunchtime and you down protein shakes like Jaegerbombs. It’s all macros, keto and no carbs. But beware of Kevin when the cakes come out for Lorna’s birthday and he cracks…do not stand between him at the Krispy Kreme. I’ve seen Kevin eat a solid dozen to himself.

 

Vegan Veronica

Oh Veronica, she who judges everyone else. Veronica loves an avocado, lives on soy green tea matcha chai turmeric lattes and pretty much lives on dust…

Veronica is not Vegan due to her political, religious or animal welfare beliefs. Oh no. Veronica is Vegan because Tiffany Watson from ‘Made in Chelse’a said she should be. (No offence Tiff!)

Don’t be Veronica.

 

So there we have it, your office eating habits summarised in one easy blog.

Who are you? I’m definitely a Lunchbox Lorna.

 

For all things food related, as well as management, change & transformation email me on kate@refind.co.uk.

You can view more about Kate Wass our executive interim specialist here.