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 the UK – Thursday Brunch!

Thursday Brunch is jointly organised and hosted by re:find, the incredible Stuart and Tony from Masgroves, tech whizzes BVU and event experts Eventologists. We have a brand new website you can check out here.

This month’s instalment of Thursday Brunch was on what it is that Scandinavians do to lead such happy lives – at home and at work.

Scandinavians do “it” better (it = work)

The happiest countries in the world were recently announced, and all of the Scandinavian countries are in the top ten! Again. With Finland number one. Again. We want to ask what is it “they” do to lead such happy lives – at home and at work. Because we believe Scandinavians do both, better.


Our three brilliant Scandi guests were:

Rasmus Ankersen is a bestselling author, entrepreneur, speaker on performance development and a trusted advisor to businesses and athletes around the world.

Natasha Holland is a creative, collaborative change management consultant, helping organisations deliver remarkable results with happier humans.

Alexander Stephanou is Chief Commercial Officer at Open, a Copenhagen-based employee communication agency. Open work with some of Europe’s largest companies including Arla, Carlsberg and Maersk as well as global players such as Microsoft and Du Pont.

So what were the main takeaways from this session? 

  • Work-life balance – this was reiterated by all three guests. Be efficient during work time, then enjoy time outside of work with family and friends.
  • Trust first – give people the benefit of the doubt and don’t try to control too much, you’ll be happier for it.
  • Be more democratic – challenge helps innovation, so embrace it. (Even though it can be tough!) 

You can watch the full session here:



George Floyd: one year on

The killing of George Floyd on 25th May 2020 reverberated around the world. He was arrested after allegedly buying cigarettes with a counterfeit $20 bill. Seventeen minutes after the first squad car arrived at the scene, George Floyd was unconscious and pinned beneath three police officers, showing no signs of life.

One year on, what has changed? At the time, his killing resonated far beyond Minnesota where he died and disrupted politics, business, culture and sports. It sparked debate across Europe. Sports stars still take the knee. And his dying words – “I can’t breathe” – remains a parable for America’s racial story and a rallying cry for action.


Our three guests are pioneers of diversity and inclusion:

Nichol Whiteman – Chief Executive Officer of the award-winning Los Angeles Dodgers Foundation (LADF), which tackles the most pressing problems facing Los Angeles with a mission to improve education, health care, homelessness and social justice.

Eugenio Pirri is Chief People and Culture Officer and global diversity champion at Dorchester Collection, a portfolio of the world’s foremost luxury hotels in Europe and the USA.

Catherine Garrod is the founder of Compelling Culture, following a career in media and telecoms, where she led Sky to be named the most inclusive employer in the UK.

So what were the main takeaways from this session? 

  • Focus on an inclusive culture – and ask your employees for their honest views.
  • Be proactive, not reactive, and be intentional in your actions.
  • Education, communication and celebration: the 3 pillars of inclusivity.
  • Ensure that the people making the decisions are a complete mix, so everyone brings different ideas and challenges each other.
  • Provide compelling data, so your teams know what they need to work on to improve.

You can watch the full session here:



2021 AD: How will we work After the ‘Demic?

For many, 2020 was the year when “home” became “work.” Millions joined those who have ‘WFH’d’ for years – like small business owners, freelancers and sole traders. To say some have found it tough is an understatement. It has also been tough for companies to flip how they operate, literally overnight.

Now light is at the end of the tunnel, we look to life after the pandemic:

  • What will the world look like?
  • How do we rebuild?
  • Will things ever be normal again?

We got the views of three leading thinkers:

Tom Goodwin – #1 Voice in marketing on LinkedIn globally, with over 700,000 followers and currently sits on the World Economic Forum’s Future of Workboard.

Rebecca Seal  is an award-winning food, drink, lifestyle and personal development writer.

Marco Bertozzi was until recently Vice President EMEA and Multi-market Global Sales at Spotify.


So what were the main takeaways from this session? 

  • Focus on ourselves and what’s important to us and be more optimisic.
  • Look after ourselves when working from home by eating well, working in daylight, taking regular breaks and not sitting for too long – ‘sitting is the new smoking’.
  • Go “all-in” and embrace what’s happened and look at the benefits to carry on post-pandemic.
  • Trust your teams.

You can watch the full session here:



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:


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.


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.

And don’t forget to check out our new website 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.

Discover the tactics that head-hunters are using to source talent (and what could be causing you to miss out when you are direct sourcing!)

Discover new tactics that head-hunters are using to source talent: Never ever do something you can’t afford financially or emotionally.

Like giving away all your top tips on how to do your job… for FREE. People will just copy you and you’ll be out of business in no time!

So, shh – don’t tell anyone…

I am kidding, of course, fortunately/unfortunately, no one has found a silver bullet yet for recruitment and it is still a case of time = reward in many ways when it comes to Exec Search. There are some best practices to ensure you get it right.

A very quick recap for anyone that hasn’t Headhunted! Executive search is about being proactive – rather than passively waiting for people to come to you (e.g. via adverts or job boards.) These tips might help you to get it right… feedback appreciated as always.

The brief

Work out the job brief – this is often the trickiest part and should be anything but brief. The aim is to fully understand what the hiring manager needs from the appointment, the must-haves and the areas for push back.

Culture – if you are internal you are likely to already understand the culture of the business – if you are external, I would suggest fully immersing yourself in their culture (retail is a good example where I would suggest visiting stores to get a picture of what it’s really like!)

The story – WHY is just as important as WHAT. You need to understand the bigger picture and where this role fits into things – this will become useful in our approach stage. Get this wrong and you won’t get the right people interested in the appointment.

Defining the role – a job description doesn’t give a full picture of what a job really entails, It might list tasks, but this just doesn’t cut it. Also, it won’t tell a great story.

The push back – the most important part of taking any job brief is the push back. This is a reality check on their expectations vs what is in the external market. This is why many searches fail – whoever has taken the upfront brief hasn’t said NO to unrealistic expectations. Ensure you have data, benchmarking, and a thorough understanding of the candidate landscape before any briefing meeting.

Where will we find the talent?

I will leave the basics of research to another time and focus on the more strategic side of things.

Personally, I believe that one of the biggest mistakes that can be made when hiring is wrongly assuming that the candidate with the exact experience for the role, is the right candidate for the role.

It is important to determine whether you are sourcing for experience, or whether you are taking a more holistic approach to sourcing for future talent – where it is important to place a lot of emphasis on hiring for attitude and potential.

Some top tips:

Keep an open mind on sector experience – For example, retailers have large multi-site workforces, as do restaurant businesses. Restaurant business might have chefs that work in their kitchens – so might pub groups or business services firms such as Compass group.

During your research ask the right questions – for example, if people aren’t interested: do they know anyone who might be interested? Ask who they rate in business and why? Who are the future stars? Who is the best boss they have worked for?

Sometimes you need to kiss a few frogs – in my opinion, if you are retained on an assignment you need to fill it. This sometimes means approaching more people than you might have ever thought necessary! Keep going when it gets tough.

The approach

There are a variety of options when it comes to approaching candidates – email/LinkedIn/telephone. The most important thing is you must be able to sell WHY someone should join your business and what is in it for them – I will repeat this bit as it is often forgotten. The candidate needs to know what they will get from the business, be it development, a great boss, flex working, career development or whatever, it is just as much about them as it is about you checking that they are right for your business.

People are emotional and everyone loves a good story, in fact, there are significant pieces of research that point to storytelling being one of the most sought-after skills required in business over the next five years.

In today’s business environment, where information is out there and candidates have greater choice than ever, it is vital to get this narrative correct, to ensure you build an emotional connection with candidates from the first contact during the research phase.

The follow-through

It’s important to work on building a relationship with the candidate and make them feel valued and wanted. After all, if they are in demand and have more offers on the table, they are going to be more inclined to lean towards the people that make them feel engaged.

Make sure the process isn’t too one-sided and transactional. Of course, any process needs to be robust, from my experience, I would suggest this isn’t the first time someone comes to meet you. This first meeting should be more informal, sense checking their experience but equally selling the opportunity to them.

Once they are fully committed, then you can assess away.

The offer

The offer is the most important part. You must remember that you are dealing with people. People are emotional and are all driven differently.

  • It is important to make people feel wanted! Telling someone WHY you think they would be great in this role and WHY they were the preferred candidate is a great starting point…
  • It is vitally important that you do a thorough search, to take your time to ensure that you hire the right person for the role. Once you have found that ‘right person’ it is important to move quickly, especially in talent short markets (where people might have multiple offers.)
  • Money can be an important motivator to move but isn’t the only reason people accept a role. It is worth exploring fully someone’s total compensation and what is important to them.

-For example, home working and/or 3-4 days a week is more important to some people than a large bonus for example.
-Conversely, base salary might be more important to someone who is the main breadwinner – they might not be financially able to take a cut.
-Ensure you have a full understanding of full compensation including pension contributions, healthcare, LTIPs and paid bonus arrangements. Especially if your extended package doesn’t add up – you may well have to provide a cash equivalent.

If you would like to find out more about re:find and how we can support you and your business then please get in touch.

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 him on LinkedIn.

Have we lost the work-life balance?

Work-life balance, we talk about it all the time. It’s so important to make sure you have a balance between your work and home life – we’re big advocates of it here. The last year has turned everything upside down and we’ve been at home permanently, so it has made the topic even more important and more widely discussed. Is work-life balance even a ‘thing’ anymore or have we progressed into something more fluid?

There are many factors to be considered when addressing the work-life balance argument – for me, they all centre around technology. Technology has allowed us to change the once rigid working environment – with a set place of work and working hours – to be much more fluid and relaxed. This advancement allows for far greater flexibility, but can add extra challenges for keeping the structure in place between your work and social life.

Remote working

Remote working allows us to work from anywhere, not just in the office. At home, on a train, in another office, even abroad. In most cases, all you need is your laptop and phone and Wi-Fi connection and you’re away. This flexible working allows employees to work in different places, where they may feel happier, more productive or more creative. It means they are able to work while they travel to a social event or go away for some peace and quiet, without taking holiday. Allowing work and life to intertwine can lead to a much happier, healthier and more productive team.

Flexitime

Flexitime gives employees the freedom to choose their hours to fit around their other commitments outside of work. This blurs the lines, but in my opinion in a positive way – you can work around dropping off your kids, having a personal appointment or event meeting friends. You do not need to sacrifice your work or your personal commitments – you still do your hours and get your work done but can also do the things in your personal life that are important.

Technology

Mobile phones and laptops are great because you can take them easily wherever you go, to work remotely. But this often comes with its own problems – if you use the same laptop or phone for both personal use and for work, it can be difficult to switch off. Many phones have emails and Slack and other forms of communication for work connected to them, which allows totally switching off from work almost impossible! There are solutions though – whether it’s keeping a separate phone for work or turning off notifications for certain apps, you can still maintain healthy barriers. Turning your phone to ‘do not distrub’ mode at times also helps to switch off – whether it is to concentrate on a project for work or to do something personal, it’s good to have some quiet time to concentrate.

Blurred lines

All these technological factors blur the lines between your work life and your home life. But is it necessarily a bad thing? In my opinion, the freedom and flexibility businesses and employees now have, to work where and when they want, is brilliant. And, although the factors blur the lines so work can creep into your home life, it also means your home life can merge into work-life too – you are able to juggle other responsibilities around work, rather than following a strict 9-5 Monday – Friday in the office. Less need to sacrifice things, including our own health. Having said that, it is still really important to make sure you keep a balance and sometimes – press the off button, to successfully manage stress in the workplace.

If you need some practical tips to help you, here are 6 tips for a better work-life balance.

Carl Hinett is our Director & Executive Search Specialist. If you’ve got a hard-to-fill role and need some help, get in touch carl@refind.co.uk.

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