Thursday Brunch: what did we learn?

Thursday Brunch: what did we learn – find out everything you need to know about the #1 networking event in Birmingham – Thursday Brunch!

Thursday Brunch is jointly organised and hosted by re:find, the incredible Stuart and Tony from Masgroves, tech whizzes BVU and Eventologists.

If you would like to chat with the guys at Masgroves and BVU about hosting an event like this for your business, they’d love to hear from you. Just give them a call on 012 1369 9631.

This month’s instalment of Thursday Brunch was on mental health strategies:

Mental health strategies for a crazy world.

The statistics on mental health are widely known. What is less well known are the strategies to adopt to respond to a growing workplace challenge. And the scale of the challenge becomes even greater as more of us struggle with the pandemic.

  • Deloitte say poor mental health in the workplace is equivalent to almost 2% of UK GDP (in 2016)
  • The cost ranges from £497 to £2,564 per employee depending on the industry and sector
  • The return on investment of workplace mental health interventions is overwhelmingly positive, with an average ROI of 4:1

We look for answers with three of the leading thinkers on wellbeing: David Beeney from Breaking the Silence; ex-professional footballer, Drewe Broughton; and founder of The Performance Club, Stacy Thomson. What did we learn?

  • Kindness and wellbeing have a significant impact on culture and the engagement of colleagues.
  • Our brain is our most powerful tool, yet we are not taught how we can manage it to get the best out of it
  • The fear of failure and constantly striving for perfection are massive contributors to poor mental health.

You can watch the whole session here:


The joy or serotonin: why happiness matters.

Human happiness has a positive effect on productivity, organisational success, and a whole host of other things too. Here are some ‘stats’ to back that up.

  • Companies with happy employees outperform the competition by 20%.
  • Employees who report being happy at work take X10 fewer sick days.
  • And happy salespeople produce 37% more sales.

Most leaders want happier workplaces – but aren’t sure where to begin or how to achieve it. Hear from three guests who will share practical tips and advice to make your workplace more than just colourful walls and a few free snacks in the fridge!

You can see what our three great guests –  neuroscientist, Amy Brann; author of “Freedom to be Happy: The Business Case for Happiness” Matt Phelan; and David Bellamy, founder and CEO of Happiness Lab – had to say, watch the recording here:



Thursday Brunch 2020


We ran three virtual Thursday Brunch events in 2020. The final Thursday Brunch of the year was a controversial subject that had a mixed response – How to thrive without HR:

Can companies not only survive but thrive without a formal Human Resources function?


Is it possible?
Is it legal?
Is it commercially savvy?


What a great event it was, some really thought-provoking and inspiring discussion with our 3 guests, PTHR’s Perry Timms, Brave Goose co-founder and radical truth-teller C-J Green and Rich Sheridan, CEO and Chief Storyteller at Menlo Innovations.

If you missed it, here is the full show:



Thursday Brunch 2019

We ran three live events in 2019, the final event in November was the best, with over 60 attendees, a line-up of fantastic speakers and our hosts – Stuart and Tony from Masgroves – really knocked it out of the park!

For this Thursday Brunch, we gathered together to discuss ‘What leaders want, an alternative look at employee engagement’.

In the absence of a video recording to share, here is a roundup of what we learnt:



Don’t get too intellectual about it!

We can get too intellectual about engagement at times – particularly when it comes to company purpose.

You cannot just create purpose and expect people to care about it. It’s about helping people understand what’s important to them and then find some alignment to that.

If you work on a production line and do the same process 20 times a day, do you care about purpose or do you just want to get your job done?

Some people want to come into work, work hard and go home and there’s nothing wrong with that! Shoving engagement down someone’s throat isn’t going to make them engaged.



Keep it simple

The employer/employee deal has skewed. A lot of it is being driven by what we see on LinkedIn that other people are doing, rather than what the business and employees need and want.

Not asking what people want is a huge mistake. Doing initiatives that you think people will like rather than what they actually want is a risk. By doing things people haven’t asked for, it can disengage on a number of levels.

Every business is individual – dogs at work and beer fridges are great, but that doesn’t mean that is what your people want. Keep an eye on the basics and go with your gut on what will work.

For example – your IT hardware is hugely out of date. Are people more likely to leave your business because you don’t have a beer fridge, or because you haven’t invested in a decent enough laptop and operating system for them to do their job effectively?



Create psychological safety

Create an environment where people feel comfortable saying things that are unpopular and challenge the status quo. Creating an open environment where people can say what they mean is key, as is creating space and time to have those conversations. Tell stories about people challenging things within the business – put them on a pedestal. We need diversity of thought – the conversation may not lead anywhere, but let’s celebrate the fact the conversation was had.



To learn about all our upcoming events for 2021, you can sign up here.

Thursday Brunch is jointly organised and hosted by re:find Interim & Executive Search, BVU and Masgroves.  

If you would like to chat with the guys at Masgroves and BVU about hosting an event like this for your business, they’d love to hear from you. Just give them a call on 012 1369 9631.

Employee onboarding – warm welcome or completely clueless?

We know how important onboarding is for our candidates. The wrong experience can have a hugely detrimental effect on a new starter. The process ensures new employees receive all relevant information and understand how the company works and what is expected of them. This information allows them to transition from a new joiner to a productive team member, and so is a vital process within any organisation. 

So how does it change in a fully remote working world?

Really, it shouldn’t affect the fundamentals:

  • New equipment
  • Communication
  • 121s
  • Introduction to the team
  • Training and coaching

But it does mean being organised and ensuring that everything is prepared way ahead of the new team member starting. Equipment needs to be ordered and sent to their home address, an introduction to the business, the team and regular 121s need to be diarised and the induction needs to be planned out and communicated clearly.

It’s not just about the new starter

It’s not just about the new joiner either, your onboarding process can affect existing team members who will register the way a new employee is treated.

Onboarding begins before the new team member starts – both internally and externally. Calling the new employee is clearly important to let them know the basics, but also letting the existing team members know what is happening.

Returning to work onboarding

My wife, Gemma, wrote a blog about onboarding, with a difference – the importance of onboarding returning maternity leavers. “Yes, they’ve always been employed and aren’t “new’, but when I returned to work after 10 months out, a lot had changed, and I mean a lot. It was almost like returning to a new business. This, coupled with the fear of returning to work, was surely a recipe for disaster.”

Some key points are addressed about being introduced back into the company/role after a substantial period away, including new technology, new faces and new structure. You can read the full blog here.

In any capacity, onboarding is important to your business – it makes for happy employees and better business efficiency, as it gets employees up to speed quickly.

To have a chat about your experiences with onboarding or returning to work you can contact me on carl@refind.co.uk.

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

Helping our clients make the impossible, possible

“We’ve always done it this way” is the most dangerous phrase in the English language. But how many times have you heard it? When it comes to hiring, it is one of the biggest mistakes a business can make. This is where we can help – we actively work with our clients to break the mould, to ensure they get the right person, even on the toughest of briefs.



And that’s not to say that the tried and tested approach hasn’t worked in the past, but if you’re looking to fill a challenging role, it might not be enough. This is our sweet spot: we fall between recruitment agencies and executive search – we offer the service of a search firm, with the agility of an agency, which means we move quickly, but we get it right.



Businesses choose to work with us because we work in shades of grey to help them fill the toughest roles including:

  • Roles that aren’t fully defined
  • A role that is new to the company
  • Confidential roles
  •  A role that requires a discreet search


Our fill rate is above 95% and that’s because we only work a few briefs at one time. It’s far more important to us to do a great job and fill the role, whilst giving a good candidate and client experience at the same time.



Some of the roles we’ve placed in the last 12 months:

  • Managing Director – UK’s fastest-growing privately-owned hospitality company
  • Director of Customer Experience – Private Equity backed Manufacturing Business
  • Director of Business Services – Multibillion turnover FTSE100
  • IT Director – Engineering business
  • Head of Procurement & Supply Chain – Engineering business
  • Head of Operational Excellence – Global Listed Pharmaceutical business
  • Head of Professional Services – Leading Russell Group University
  • Regional COO – Privately Owned Hotel and Restaurant chain
  • Group Property Director – UK wide retail business
  • Operations Director – Care business
  • Finance Director – Waste management company
  • Head of Change – Large multisite retail business
  • HR Director – B2B wholesale business, 12k employees UK wide



Our clients enjoy working with us because we’re approachable and easy to work with, but there is still a robust process at the backend, which enables us to find the best talent in the market and fill a challenging role.



James Cumming is our MD, Interim and Transformation Search specialist. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with me on Linkedin.



We’re hiring, so if this sounds like it’s up your street, get in touch with James@refind.co.uk.