Cherry Professional, values, relationships
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Register a Vacancy

 

Role to fill?

Are you looking to expand your team? Register a vacancy with us today and you can rest assured that we will find the right person for the job. We will work with you to build a deep understanding of your requirements, preferences and priorities to ensure candidates are a great fit culturally as well as having the right skills. We can make sure you get the most from our expertise, knowledge and networks so we can move quickly to secure the skills and talent you need.

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Why use Cherry Professional 

 

Your most trusted recruitment partner.

We understand it's the details that make the difference. We think long-term, building trust and lasting relationships to ensure our clients feel valued, listened to and understood. Our business is founded on delivering positive experiences and enabling everyone we work with to achieve their ambitions and goals. 
We provide our clients with instant access to a pipeline of skills and talent to make search and selection as smooth and time efficient as possible, because we understand that sometimes you need things yesterday.
You can rely on us to cover every last detail from paperwork to payroll. 

See the Information on our Offering page for more information.  

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Our Clients

 

Who we work with 

We know what it takes to succeed in professional roles; our expertise and experience ensures that we match people with the right profile to clients’ vacancies. Our reputation for excellence gives us the ability to work with the region's best and most exciting businesses. Take a look at our current client portfolio.

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Denby Pottery

Derbyshire is home to many innovative and passionate organisations with which we are lucky enough to partner. One of those organisations is Denby Pottery. Denby was founded in 1809 and has grown from a small local manufacturer of pottery to the world wide, well-loved brand it is today. 
Denby has even more ambitious plans for the future and they don’t intend to slow down in terms of growth...

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Experian

We live in a world built on data; it is everywhere, growing in power and influence. At Experian we have always believed that data has the potential to transform lives and create a better tomorrow. 

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Thorntons

Being one of Britain's best loved brands takes a team of people who are dedicated, passionate, diligent, cheerful, thoughtful, resilient, ambitious and most of all consumed by the desire to make all of our customers (and colleagues) smile everyday. This doesn't happen overnight and here at Thorntons we take the time to ensure the people we recruit are as important as the yummy chocolates we make. On this site we...

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Games Workshop

Games Workshop is the largest and the most successful hobby miniatures company in the world. Our major brands are Warhammer and Warhammer 40,000. In addition, we hold a licence for The Lord of the Rings/the Hobbit tabletop battle game. At its core the Hobby is all about our amazing miniatures and collecting, modelling, painting  and playing games with armies of them are activities enjoyed by millions of adherents all across the...

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Porterbrook

Porterbrook Leasing Company specialises in the leasing of all types of railway rolling stock and associated equipment.

By providing freight and train operating companies with modern rolling stock they can be assured of high standards of reliability and performance from their fleets. Passengers can also benefit from comfortable services and the latest technology.

With many new operators now active in the UK Rail market, different perspectives to service provision have...

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Vision Express

With 593 stores nationwide, Vision Express first opened its doors in Newcastle in 1988. Since then it has gone from strength to strength, driven by a commitment to unparalleled customer service and providing the best personalised optical care, style and quality. Customers can select from a wide range of frames and lenses for glasses, contact lenses and sunglasses, allowing everybody to reflect their individual personalities and lifestyles.With over 4,000 employees,...

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Refresco

Refresco is world’s largest independent bottler of beverages for retailers and A-brands with production in Europe, North America and Mexico.

With production in Europe, North America and Mexico our global sourcing and local R&D capabilities offer an almost unlimited variety of products, manufactured to customer specifications and requirements.

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AmTrust

AmTrust Europe Limited is our UK regulated insurance company. The head office is in London with further locations in Nottingham, Milan, Manchester.

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Blue Castle

Blue Castle Group are dedicated specialists in responsible waste management and the provision of utilities. Providing clients with sustainable and practical solutions, we work across all sectors and our team members have a depth of experience and knowledge. We are continually looking for opportunities to improve and streamline your business operations, from innovations to improved resource efficiency, we believe there is always a better way. We are committed to our...

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Xylem

Xylem’s well-known global brands have served the water market for many decades with products sold in more than 150 countries. We listen, learn and adapt to local environments, working in true partnership with our customers. Our brands serve a number of industries including agricultural, construction, environmental, food and beverage, government agencies, industrial, public utilities, residential and commercial building services. With deep application expertise in the water industry, we focus on...

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Motorpoint

Motorpoint is the UK’s largest independent car retailer selling new and nearly new cars up to three years old and with less than 25,000 miles - saving each customer £7,000 on average off the new list price in the process. It operates from twelve locations in Birmingham, Birtley, Burnley, Castleford, Chingford, Derby, Glasgow, Newport, Oldbury, Peterborough, Sheffield and Widnes. Motorpoint also has a UK-based call centre based in Derby dealing...

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Slimming World

Slimming World is the most advanced slimming organisation in the UK. It was founded in 1969 by Margaret Miles-Bramwell, who remains the driving force behind the company to this day. With the experience of a lifetime's weight problem, it is her enthusiasm and unique vision that has made the Company so successful. There are now over 16,000 groups held weekly on a nationwide basis via a network of more than 4,500 Slimming World trained...

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City & County Healthcare Group

City and County Healthcare Group is one of the largest providers of community-based social care services in the UK. Every day, tens of thousands of people with care needs are supported to continue living independently at home by our operating companies.

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Envirogen Group

At the Envirogen Group of companies, our vision is straightforward – to be industry leading water, air and process solution providers using sophisticated technology backed by expertise and service. It is our overriding goal to offer our clients total solutions that deliver consistently reliable performance at the best lifecycle cost for the systems and services that we provide.

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Fresenius

Fresenius Medical Care has been caring for NHS kidney patients in the UK for over 20 years. We are the leading independent provider of renal services working in partnership with the NHS. We carry out over 575,000 dialysis treatments a year for almost 4,000 patients, in over 50 clinics across England and Wales. We also supply dialysis products and renal pharmaceutical products to over 10,000 patients’ homes across the UK.

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Global Fire Systems

Global Fire and Security Systems are market leaders in providing quality product solutions to services through the Fire and Security market place nationwide. 

Global design, supply, install, commission and maintain fire detection, voice evacuation alarm, disabled alarm, refuge, fire telephone, intruder and CCTV, access control and fire suppression systems throughout the UK, providing service to a diverse client range using a broad range of manufacturers such as: Advanced...

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Ladbrokes Coral

At Ladbrokes Coral we provide customers with exciting, simple and responsible betting and gaming experiences both online and in shops, delivered by the most passionate and committed people in the industry. There’s never been a more exciting time to join us. Our recent merger combined more than 230 years of heritage and opened up a world of exciting opportunities for the future. With the biggest UK retail estate in the...

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MFA

MFA Building Control Ltd gained government approval in 2000 to act as Approved Building Control Inspectors. This enabled us to certify construction projects for Building Regulation purposes, a function historically carried out by local authority building control.

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Champions

Specialising in digital brand marketing & communications, we are an award-winning agency with a difference. With a team of over 90 Champions, we combine the expertise of 10 in-house departments to create the ultimate agency set-up. With our unique structure and over 15 years of industry experience, we are proud to have become a member of the Telegraph 100 Brightest business and 57th in the Sunday Times Fast Track 100...

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OHeap Fire & Security

The Company was established in 1958 by Oswald Heap and now employs over 80 full time staff, including teams of dedicated engineers who service, install and maintain fire safety systems across the UK.

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Ramtech

Ramtech Electronics Limited was formed in 1990 to meet growing demand for an effective security solution for static caravans on holiday parks, and has grown to become a leading UK manufacturer and supplier of a variety of wireless safety, security and communication systems to the construction and leisure industries.

We now have alarms in over 30,000 holiday homes across the UK, providing peace of mind for holiday home owners and...

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Essentra

We are manufacturers and distributors of vital component parts, making the simple but essential things that help your business work.

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Browne Jacobson

We are a national law firm and experts across the private and public sectors. Our clients choose and stay with us because of our sector expertise, straightforward advice, pricing and product innovation and exceptional client service. 

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Retail Assist

We were formed in 1999 with the aim to provide Managed Services, for retailers. In 2007, we acquired Merret, our omnichannel supply chain solution. Merret was developed in a multichannel age, and we continue to advance our services and solutions for today’s omnichannel retailing requirements.

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Shorterm Rail

We are one of the largest and fastest growing specialist technical engineering recruiters in the UK. Consistent service excellence is delivered through our constant focus on customer needs and our on-going commitment to the continuous development of our business and the people who make it great. Our values guide and define all our interactions with clients, candidates, staff and shareholders.

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University of Derby

The University of Derby is a modern UK university located in the East Midlands and is rated Gold in the Teaching Excellence Framework (TEF). Based at one of our three campuses in Derby, Buxton and Chesterfield, students can study for a foundation, undergraduate, postgraduate or research course across a wide range of subjectsincluding Forensic Science, Music Production and Civil Engineering.

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University of Nottingham

In 1928, while opening the Trent Building and University Park, Sir Jesse Boot wrote that …in each succeeding age the University will spread the light of learning and knowledge and will bind science and industry in the unity that is so essential for the prosperity of the nation and the welfare of our fellow citizens. That vision still has currency. It speaks to...

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Zebra Finance

At Zebra Finance we understand that some things in life are simply too important to miss out on, but funding them can be a challenge. That’s where we can help, with our flexible finance packages allowing you to spread the cost of these vital purchases. Partnering with sports organisations, private healthcare providers and holiday parks, we provide loans for season tickets, operations, site fees and much more. With big-name partners...

Cherry Testimonials 

Don't just take our word for it

We take pride in everything we do and feedback from our clients and candidates means so much to us.

Thank you for taking the time to let us know about your experience with Cherry Professional. Click and drag to read more!

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Help & Advice

 

How can we help?

Take a look at our help and advice pages to help you attract and retain the best talent for your business. 

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How to use Social Media to Recruit 
The online world of social media is a great tool to help attract the best talent for your business

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Latest HR news and  changes 
Changes in business are constant. Thats why we created this help section to keep you up to date with all changes in the HR and legal space

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Market information 
The home of information about the labour market

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Salary benchmarking

It can be difficult to know what to pay your current staff, as well as what to offer potential employees. Make sure you are paying at the right level in order to attract the best  candidates in the market.   

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Register a vacancy 

We know recruiting can be difficult, in today's skill short market talented candidates are in limited supply. That's why having a well networked recruitment partner is vital. 

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Need an Interim?

With the demand for permanent employees increasing month on month and becoming increasingly difficult, the short term solution to staying on track is using temporary workers.​

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Request a meeting

We like to meet face to face to build a strong, trusting relationship with us. This way we can ensure we will get an understanding of you, your business and it's culture. ​

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Advice on hiring 

At Cherry Professional we understand the costs incurred during your recruitment process in terms of finance and time. Read our guide to understand how to hire so you don't need to fire! 

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Who we work with

Our reputation for excellence gives us the ability to work with the region's best and most exciting businesses. Don't just take our word for it....

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Information on our offering

It's the finer details that create the differences. It's the HOW and WHY people chose to set up and run their consultancy the way they do that truly sets them apart. 

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Testimonials

We believe our service is the best. Don't just take our word for it...

Latest Blog

 

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How to reduce burnout and increased stress in key/core workers

Over the last few weeks the UK and indeed the world has been thrown in to uncertainty and chaos. With people being told to self-isolate and many being made redundant or furloughed, there has been a huge focus on peoples mental health. We wrote a blog previously about this subject – you can read it here. But this blog is about the critical key workers still leaving the comfort and safety of their homes to go into work, staff who haven’t been furloughed, still working long hours, keeping the wheels moving as much as possible. We all know that over-working can lead to burn out, burn out (if not addressed and treated) can lead to all sorts of mental issues that people are left to battle with such as depression, anxiety, extreme stress, insomnia and more. Even before this pandemic, extra pressure and mental health issues within the UK workforce caused 44% of absences. COVID-19 has taken organisations by surprise and there is, therefore, an increased pressure on existing key/core workers, many working in conditions that aren’t safe. With all of this in mind, mental illnesses are expected to rise. As a manager or business owner it’s imperative you create an open working environment where possible. We understand at the moment that certain sectors are massively under-staffed and over-worked to even have the time to support employees who may be suffering. Here are a few suggestions to bear in mind or implement within your team: - Allow employees to talk with one another, whether that’s via electronic devices, over team video calling or even face to face whilst following social distancing rules and wearing protective equipment. In an organisation in which employees can talk freely with each other, productivity and problem-solving is usually enhanced. - Try to ensure efficient training is in place. If you are hiring temporary staff to fill holes for sickness, or just to cover increased demand, they NEED the correct training. Invest the time as much as you can at the start as that will reduce new members of the team distracting current employees or their manager. When a member of staff doesn’t fully understand a task they themselves tend to procrastinate, which just results in the work still not being done and being passed to someone else, increasing their risk of burn out. - During this time trust is key. You need to give employees adequate control over how they do their work. If staff are working from home, on a warehouse floor, in a dispensary or on a checkout, you need to have faith that they know how to complete their job. Of course newer members of the team will need more support initially, be there to offer it, but bear in mind, after training, workers are more productive and able to deal with stress better if they have some control over and flexibility in how they perform their work. - Talk openly with employees, communication is important now more than ever! Management should keep colleagues informed about what’s happening in the business, transparency is key. This also gives employees the opportunity to ask questions, make suggestions and feel valued. - This might be an obvious one but right now it’s vital that management appreciate all employees’ efforts. Workers are better able to cope with heavy workloads if management is sympathetic, understanding and encouraging. Listening to employees and addressing their issues is helpful for moral. During COVID 19 most employees understand that as management you may not have all the answers, you may not have the resource to support the issue or ease any work load but you need to explain that. Don’t make false promises, or over promise and under deliver. You’ll find loyal and committed employees will value the honesty and will persevere more positively as they know what to expect. We are now swimming in muddy waters and navigating a situation that we have never experienced before. As Business Owners, CEO’s, Managers and employees we all have to pull together and share knowledge. Offer support to other businesses where possible and think about the people, the business and the ‘other side’ of this pandemic; the best way to get through this is together.

Melissa Kilday

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How to answer difficult questions

Line Managers, Business Owners and Leaders have been asked difficult questions recently due to the COVID-19 outbreak. Employee queries are becoming increasingly more frequent but, unfortunately, difficult to respond to due to the fact that we don’t have all the answers. This isn’t unique to COVID-19, in business there are always issues and topics that raise uncomfortable conversations. We wanted to compile some top tips on how to handle difficult conversations, because 2020 is throwing us some real curve balls! Understand the root of the question Some questions will be asked out of different emotions, stress, anxiety, uncertainty, ambition, curiosity etc. It’s vital you seek first to understand the reason behind the query in front of you. That should help you devise the best response in the most appropriate way. Finding the root of the question and fully understanding it will allow you to be prepared for any reaction that may follow during the conversation. It’s important to allow the person to express their emotion freely too and feel safe doing so otherwise they may leave the conversation dissatisfied. Take time to respond If you’re asked a difficult question, give yourself time to determine how you want to respond, having processed the information. This tactic­­­ is evident when politicians or vocal celebrities don’t answer the question instantly, they’ll repeat or rephrase the question as a lead in. If they do it well, that method gives an opportunity to think of ways to reposition the information. Utilise that when you’re approached about difficult topics, it may give you those vital seconds to create the right response, but if you need more time just say so and get back to them with a well thought out reply. Don’t get defensive It’s important not to let people hit your emotional triggers when you’re answering questions. If that happens during a 1:1 or a business conversation and you get defensive, you lose. Maintain your confidence by maintaining your composure. During this time not a lot of organisations have all the answers, and some employees may get emotional and question the businesses sustainability and methods which can raise emotions and cause business owners and leaders to get defensive. Make sure you communicate your point that even if you don’t have all the answers right now, give them the answers you do have, even if that only clears up half of the query. It will allow the employee to leave the conversation feeling more informed that they were previously. Be honest It’s easy to tell white lies to avoid a difficult conversation, that applies to personal and professional life. But you need to establish and understand your core values and how you want to be perceived amongst your employees. If you don’t have all the answers or feel unsure on how to answer something specific, be honest about it. Most employees will appreciate your transparency and understand no one has all the answers all of the time. Communicate your position If you feel you are not in a position to answer a question then explain why. If It’s because you don’t have time to go into the detail needed, ensure you rebook for a time when it’s more suitable, allowing you to obtain external help where appropriate. If you feel you're not the right person to answer that question due to knowledge around a specific subject or that the question may need input from different departments such as HR or finance, make sure you communicate that. Employees would much rather be given the correct answer from the right people, than to be passed between departments and various business leaders seeking answers. By explaining this you gain credibility, it shows your dedication to business synergy and also shows that you want the employee to get the right answer. Our number one piece of advice for this specific situation (COVID -19) would be to keep employees up to date on any changes as soon as possible, be as honest as you can about the businesses position and try to keep people engaged and motivated. If you would like additional guidance on ways to do this, please let us know and we will share our help guides with you.

Melissa Kilday

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7 ways to stay motivated, productive and positive during lockdown!

Panic surrounding Covid-19 has caused a lot of stress and anxiety; with confirmed cases rising, stock market volatility and worrying for loved ones, it’s completely understandable that people feel emotional at this time. With most of the nation now working from home making huge changes to their normal routine, it is important that we are all taking care of our mental health – with all the above stress combined with no social contact for the next few weeks it’s fair to say we will all be feeling cabin fever soon. Here are a few simple tips/reminders to help keep you motivated, productive and most importantly positive during this time! Try to maintain normal routines The coronavirus has altered how we now live our everyday lives, but that doesn’t mean that everything has to change. Try to stay as close to your normal routine as possible. Maintain some kind of structure from your pre-quarantine days. If the new you is working from home, start your day as you would normally have, and maybe take a walk instead of your routine commute to the office. The situation seems to change daily, however, if you have some consistency in your daily activities it will make it all feel more manageable. Studies have shown that our bodies tend to function better when eating, sleep and exercise patterns are set to a regular schedule. Stay connected According to studies, loneliness can be as damaging to our health as smoking 15 cigarettes a day, so don’t isolate yourself completely. Keep in touch with your family, friends and colleagues via Skype, FaceTime, a phone call, texting… really any form of digital communication. Ask how they are and let them know how you are! If you’re used to getting up and walking over to a colleague’s desk, then use Microsoft Teams, Zoom or other software that allows you to have video conversations with colleagues rather than just emailing them. Staying connected is important as it helps us to manage stress and some studies have found it helps us to live longer and happier lives. Go outside We have been advised to stay inside as much as possible, but this doesn’t mean we have to be imprisoned in our own homes. If you suddenly find yourself dwelling on your problems or if you feel a little less productive, go and sit in your garden if you’re lucky enough to have one or take a short walk. Research has shown that exposure to nature not only makes us feel better emotionally and mentally, it also contributes to your physical well-being – reducing blood pressure, heart rate, muscle tension and the production of stress hormones. Take a break It can be so easy to avoid breaks altogether when you are working from home. It’s important that you don’t let the association of working in the place that you sleep, prevent you from taking five minutes to relax and get a brew. Rather than using your breaks to catch up on the next episode of a TV series or getting lost on YouTube, take the time to get up and move away from your desk. Go for a wander, get some fresh air and take a breather. Breaks, like making and eating lunch can recharge you and give you a renewed focus to do better work. Don’t assume that you need to be working 100% of the time while you’re at home, it’s important to take those breaks like you would in the office. Plan and Prioritise Spend some time at the beginning of the day to figure out what you’ll be doing and the things that are a priority. It’s easy to run out of time or energy for work without a structured plan. It’s equally important to plan time to stop work. The danger when working from home is that work and personal life can start to merge together, and you might start to feel like you’re always “on”. To aid this choose a time to “check out” of work. Even if it is a mental checkout, this will help to separate work and personal life, maintaining a work life balance. Designated workspace One of the biggest challenges when working from home is all the distractions: your family, children, pets and even the kitchen. This is why it is so important to have a designated workspace. If you have a sperate home office or spare room, then perfect. But if you don’t, pick a space where you can close the door and achieve a bit of solitude. Focus on the positives it is almost impossible to know exactly what the future looks like! Try not to obsess over things; What will happen next? Will the supermarket shelves be restocked soon? How long am I going to be trapped in the house? When will this all end? Instead try to focus your mind on more positive things. For example, despite Italy being one of the worst affected countries by coronavirus, Italians can be heard singing from their windows/balconies to boost morale. Even in the darkest of times, we must try to find a flicker of light at the end of the tunnel. Over the next few days we will be creating a bank of helpful guides and tips to ensure we get through this time as well as can be expected.

Libby McCaughey

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Coronavirus

Last week Cherry Professional started the week a little different. Rather than being in our office, most of the team are working from home, following the advice given by the government. We wanted to reach out and reassure you of our plans to keep the business wheels moving as best we can, whilst ensuring that each of us are protecting ourselves, our families, our customers and our communities during these unsettling times. This is a time for us to pull together, everyone is in a similar position and as each new development unfolds, we will continue to adjust our approach accordingly. We understand there are challenges to face and as a business we are committed to staying positive and we are working as flexibly and agile as possible to meet the needs of our clients, candidates and team, playing our part in keeping the economy moving forward as much as we can. We have a dedicated Internal Business Improvement Manager responding to Government advice and keeping the entire team up to date as we adapt our approach in response to the developments. We have a robust business continuity plan that has been rolled out across our organisation. Our fully functioning internal infrastructure allows our whole team to work remotely using Microsoft Teams, cloud technology, laptops and mobiles which will enable us to keep “business as usual” as normal as possible. We will carry out our meetings and interviews using video technology, we will also be updating our blog with tips and hints for you, your loved ones and colleagues to stay motivated, active and mentally safe during this time. For those that want to get in touch with us we are at the end of the phone (or an email) to help you, as always putting our relationships at the heart of everything we do. Whilst we are doing absolutely everything we can from our end, we appreciate that this is an uncertain time for many and there will be situations beyond our control, so in advance, we want to thank you for being flexible and patient. Finally, a huge and heart felt thank you to those working in the public services who are helping keep us safe and healthy as much as possible. We are incredibly grateful, Thank you!!!

Libby McCaughey

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Safeguarding your business against Coronavirus

Planning for operational resilience can reduce concerns in your workplace during the global panic surrounding the coronavirus outbreak, COVID-19. Here are a few tips on how you can take the appropriate measures to mitigate your business and employees against disruption. Identify the specific risks posed by Coronavirus that are unique to your business. Ensure your pandemic or business continuity plans are updated accordingly. Communicate such plan(s) to employees, customers, suppliers and partners. If your business requires employees to make national and international travel, set limitations as a precaution. Hysteria is contagious, so talk to employees. Let them know you are prepared and are protecting them. Communicate effectively what the businesses response plans could mean to them, including health and risk education and social distancing through working from home. Identify operational and revenue impacts from potential disruption to key suppliers and vendors. It may be weeks or months from now, but as a business you should consider the feasibility of obtaining goods, ingredients and potentially component parts from alternative suppliers. Monitor updates from public and/or global health officials and governments, continuing to keep employees informed and educated about the outbreak. For more information and guidance on what to expect across the UK and action plan tips visit Gov.uk Other key sources; Guidance for employees, employers and businesses. Latest advice on how to protect yourself. Global map of coronavirus cases, recoveries and deaths.

Libby McCaughey

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Paid less because you're female.

#BetterForBalance, last year’s International Women’s day theme. Although international Women’s day was back in March, the battle of equality is one we continue to fight! Over the last several decades women have worked tirelessly to break stereotypes, glass ceilings and constraints, yet gender inequality is still prevalent. When this year’s gender pay gap report was published, it found that hundreds of ‘big firms’ saw an increase in their gender pay gaps(gasps), that’s around 2 in 5 companies. I was surprised at this, especially considering there has been numerous campaigns and social events to minimize it. But, why has there been an increase? Dharshini David, BBC’s economics correspondent suggests that as a result of an influx of female hires in junior positions the gap has widened and progressing them through the ranks could take years. I understand that this could be a contributing factor, but I am skeptical to it being the sole cause, aren’t you? Yes, there has been a 121% increase in women within accounting and finance roles which is fantastic, but for every 10 men in senior roles there is only 1 woman!! Even more significant there is an average 21.5% gender pay gap. So, what the 121% increase really means is that MORE women are getting paid less than their male counter-part to do the same job. Along with construction, finance as a sector has the largest gender pay gap. Does it come as much of a shock? No? We didn’t think so either. It’s no secret that finance has long been an industry monopolized by men, nonetheless it does not justify the vastness of the gap. So, what does the 21.5% gender pay difference mean? In theory women work for FREE 1hour and 40 minuets each day. That totals to 57 days a year. Shocked? Even more jaw dropping a senior CFO role where the average salary in the UK is £106,980, a woman could be getting paid a staggering £23,000.70 less than her male counter-part. Think of what you could do with that amount of money. Luckily, it’s not too late to rectify it. In fact, real women are taking real action to make themselves heard! Recently we saw Carrie Gracie resign from her position as China Editor at the BBC over equal pay, after the GPA report was released. For a company that claims to be ‘golden standard’ you would have expected it to be the last place to see the gender pay gap have such a large effect! The BBC has since said that it has now made “significant reforms”. If you don’t know the gender pay gap in your business be keen to find out. Although you’re not legal obliged to report into .GOV if your company has 250 employees or less, it is something you should know and be aware of. Research supports the claim that diversity is not only economically beneficial but essential for the wellbeing of your staff. Companies who invest in diversity and inclusion have a 57% better team collaboration and increase their staff retention by 19%, saving them around £11,000 a year. In this current skill short market finding new talent to replace staff is becoming increasingly difficult, so any way to retain staff need must be acted on! Want to know if your salary is competitive or are you interested what you could be paid depending on your career? Or if you’re an employer wanting to know how you could be competitively playing your staff take a moment to fill in our Salary Survey!

Libby McCaughey

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Dominating Your Industry at a Young Age: The Key to Success

We know that success is personal, and everyone has a different perception of what it is to be successful. What we want to talk about in this blog is what patterns there are or personal characteristic that draw strong connections to achieving professional success. Every successful entrepreneur has to start somewhere. Sadly there isn’t a “magic pill” that launches you into the free world of leadership (that we know of). Richard St. John, TED Talks speaker and Success Analyst concluded after 7 years and 500 interviews there are 8 secrets to success; passion, work, focus, push, ideas, improve, serve and persist. Richard published these ideas in his book “The 8 Traits Successful People have in Common”. Richard’s concept can seem a little too simple without context. So, let’s look at the successful female entrepreneur Grace Beverley, who is the 22-year-old CEO of multimillion-pound businesses TALA, B_ND and SHREDDY. Grace, who graduated from Oxford University last year, started her first company B_ND making vegan-friendly resistance bands whilst she was still a student. She began to build a name for herself on social media documenting her fitness journey and showcasing to her increasing number of followers her passion for working out and being active. Through this passion she found her first opportunity. “I’ve always been interested in finding gaps in the market and opportunities in items that don’t exist” she told Radio 1 Newsbeat. “I had been using resistance bands and there were either really expensive good ones or really cheap, rubbery and plastic ones [on the market]” “So, I looked into manufacturing to see how I could produce an affordable product, while still being ethical and I ended up making resistance bands and vegan barbell pads.” The UK gym wear industry is set to be worth £6.7bn over the next five years so it is fair to say it is a highly competitive industry to break into. Beverley focused on what would set her apart from her rivals like Gymshark and Nike. Her focus in business has always been primarily on sustainability and creating affordable gym products that don’t fall under the ‘fast fashion’ label – because they are eco-friendly. Being aware of the financial setbacks that come with making products that are 100% recyclable and wanting to price them as affordable for their young customer base, Beverley worked hard to manage expectations and created a range of 92% recycled clothing. “For sustainable brands to be able to make their mark – we need to show there is that demand and people are choosing them over fast fashion equivalents.” In May last year when Beverley’s second brand TALA launched her first set of clothes sold out in 20 minutes, with a new collection selling out online in December. One of the standout commitments of her brand has been showing that women of all sizes can feel comfortable in gym clothes – her range caters for sizes 4-20 with options for taller women as well. Beverley’s innovative ideas of improving existing products on the market gave her an industry leading business model that has led her businesses to end the year with combined sales over £7.6m. She pushed herself managing businesses and completing her degree at one of the most prestigious universities in the world. She serves to make the fashion industry more sustainable and to provide customers with eco-friendly fashion at an affordable price. Beverly persisted through the mounting obstacles women face in the business world, even recently in an interview with The Telegraph she faced criticism on her appearance and willingness to take photographs. She responded saying “it’s hard not to get frustrated when all-female entrepreneur angled approaches seem to lead instead to thinly veiled misogynistic pieces.” While it is clear success is personal, perhaps John’s ideas on The 8 steps to success has some truths to them. If you embody the 8 key characteristics of a successful mindset you might find yourself in a place of personal success, whatever that might be.

Libby McCaughey

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Nottingham forecast to have one of the UK’s fastest growing economies

A recent article published by West Bridgeford Wire said that the East midlands as a whole had the UK’s fastest-growing regional economy in 2019, and Nottingham is expected to, over the next three years, have one of the fastest-growing city economies in the UK. According to EY in the latest Regional Economics Forecast, Nottingham’s economy will expand by 2.1% per year between 2020 and 2023. Manchester (2.2%), Bristol (2%) and Cambridge (2%) are all also outperforming overall growth for English regions of 1.8% and for the East Midlands of 1.6%. Nottingham employment is also expected to grow at an average rate of 0.9% per year up to 2023, which again outperforms the East Midlands average growth of 0.6% and the UK overall rate of 0.7%. Even with fears surrounding Brexit the latest IHS Markit Report found, business activity rose for the first time in five months in January. Staff recruitment also continued to grow after recovering from its lowest point seen last September. They saw a rise in permeant placements for the first time in a year, as well as sharp fall in staff availability. This indicates a higher demand for staff, but the overall availability continues to drop. Where lower temp labour supply was reported, this was linked to a combination of upcoming IR35 legislation changes, market uncertainty and tight labour market conditions. With the National Living Wage due to rise by 6.2% to £8.72 and the National Minimum Wage due to rise 6.5% to £8.20 data showed a sharp rise in permanent starter’s’ salaries as well as temporary pay rates. “Nottingham is undergoing a massive regeneration at the moment with £2 billion of developments on the city’s Southside well underway and more in the pipeline. “This new report reflects the positive impact this will have on the local economy and jobs over the next few years. “The next decade is a big opportunity for Nottingham. With our target to be the UK’s first carbon-neutral city by 2028, we’re ambitious for Nottingham to continue to grow and develop in a sustainable way that benefits local people, building an even better place to live, work and enjoy.” Said councillor David Mellen, the Leader of Nottingham City Council.

Libby McCaughey

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Growing trend of "Duvet Days"

For years companies across the globe have discouraged absence at work. Yet being ill in the office is rapidly becoming the new ‘Frankenstein’ of the corporate world. On average absenteeism is costing UK Businesses an estimated £29bn annually. On the flip side, for every £1 that it cost a workplace of absenteeism, presenteeism costs £2.50. Over 70% of those businesses surveyed admitted that absences have directly affected profitability, yet more than a third have no idea how much exactly it is costing them. Both absenteeism and presenteeism are dramatically affecting your companies’ profits, and it seems to be a viscous unbreakable circle. If employees are ill and cannot come in your profit margins drop but if they are ill and do come in your profit margins drop over twice as much. While there may be no quick fix, in recent years studies have shown the positive impact flexible working can have on your business. So, where do you start? In 2017 131.2 million working days were lost to sickness (an average 6.6 days off each year) and 10% of those were due to stress, depression and anxiety. CIPD figures show that stress is one of the biggest causes of unplanned absence in the workplace. While you’ll never be able to entirely eliminate stress from the workplace, there is a way to manage it. Duvet days allow employees a rare opportunity to put their needs first, doing wonders for their overall mental health and wellbeing. Let’s be honest no job is perfect, and no one can be bright-eye and enthusiastic 100% if the time. Most jobs are inherently high-pressure, and many businesses operate to tight deadlines. If your employees are reaching a breaking point and you find sickness absences are spiking why not trial offering duvet days. They are a great way of managing workplace stress and send a strong message that you trust your employees and that you have a genuine care for their wellbeing. It’s important to identify that duvet days would be suitable for your business; some sectors require employees to be in a specific place for a specific amount of time. But if you feel like your business could operate with a more flexible working plan here are a few tips on how you can effectively incorporate duvet days into your workplace culture. 4-day week If your employees will be spending one day a week in bed, then they will need to make the time up elsewhere. Consider shifting from five seven-hour working days to four nine-hour working days. Studies have shown working longer days overall can boost productivity, reduce stress levels and improve employee work-life balance. Take a deeper look in how your organisation can benefit from shorter working weeks. Implement the right systems Tracy Nolan from PressPlug’s said that she was able to offer her team duvet days because the business operated with a cloud-based system. If you are considering offering your employees duvet days, you will have to consider the technologies that will enable to get there. Be clear In effect a duvet day is another form of absence, so its imperative employees understand what counts as a duvet day (and what doesn’t) and for them to have a clear outline of what will be expected of those who wish to take one. Shortfalls Manages only approve annual leave requests when they can ensure that their absence won’t be an issue for the business and the rest of the team. The same should be true for duvet days. e-Days absences management system is an effective tool for both employees and managers to simultaneously see who will be in on any given day at a glance, making it easy to see whether that duvet day will cause, and problems and the request approved in moments. If you think a member of your team may be a little stressed and over-whelmed, allowing them the opportunity to take some time out at home might make all the difference in helping them feel more refreshed and in turn be more productive. Let us know your thoughts and what your plans are to observe and implement duvet days in your organisation.

Libby McCaughey

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Chinese New Year: Empower a Successful 2020

Unlike most Western Holidays, Chinese New Year falls on a different day each year as it follows the Lunar calendar. 2020 Chinese New Year is the year of the Rat, but what does that mean? The word ‘rat’ has lots of connotations, some of which can be negative but according to Chinese astrology, the rat is associated with the Earthy Branch and the midnight hours. The rat is the first of all the Chinese zodiac animals and in Chinese culture, rats are seen as a sign of wealth and surplus. Rats are clever, quick thinkers; successful but are content with living a quiet and peaceful life and they represent the beginning of a new day. The Chinese New Year has us thinking about the qualities and characteristics people could embrace to empower a successful 2020. New Day: “Yesterday is history, tomorrow is a mystery and today is a gift that’s why they call it the present.” Today is a new day, with new challenges, new opportunities and new successes. If you take life one day at time it allows you to forget what happened yesterday because you cannot change the past and not worry about what might happen in the future. This concept is something we take for granted in a society that is never ‘switched off’ and that is always looking for the next thing. In August 2019 a study found that 91.39% (8.61% of worries did manifest) of participants worries never manifested. Even when the participants tried to think more logically, their probability estimate was still very inflated at 44.67% vs the actual 8.6%. Optimism: Oscar Wilde once said the difference between an optimist and a pessimist is that the optimist sees the donut, the pessimist the hole. Optimism has been shown to prevent depression, increase social interaction, boosts workplace performance, increases success and can make you more resilient to setbacks. Like the Rat, optimists turn unlucky events into fortune. When faced with a problem, only 27% of pessimists try to look at the problem from different angles in order to come up with the best solution compared to 94% of optimists and 51% of pessimists see failure as an opportunity to learn a valuable lesson compared to 96% of optimists. Take advantage of new opportunities: It’s important to remember, opportunity is always present. “Lucky’ people realise this. Try and seek out situations and ideas that match your interests and skill set and use that as an opportunity to further grow and develop. I believe whether you face good fortune or bad, there is always a way to give it meaning and transform it into something of value. Your mindset and attitude has an effect on everything you come across, from social to professional relationships, our jobs to our health and wellbeing. The way you choose to think, positive or negative, has a great impact on the final outcome and is mirrored in everything we do. Think like a Rat in 2020, take this year one day at a time, grab each opportunity you can and see the donut not the hole! Happy Chinese New Year!

Libby McCaughey

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Mental health in the workplace

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Melissa Kilday

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Are you prepared for Blue Monday?

January is one of the most exciting times of the year for businesses, with the promise of another 12 months to implement change, hire new staff where applicable and, hopefully, go from strength to strength. However, when it comes to your current employees, morale is often low after the buzz of the festive season has worn off, and parties, mince pies, and Christmas films are swapped with early mornings, busy commutes, and endless meetings. Do you know what Blue Monday is? Well this year, on the 20th January, Blue Monday will sweep the nation. This day is considered to be the ‘most depressing day of the year’ due to a range of factors including the weather, failed New Year’s resolutions, debt, and the amount of time since our last payday (let’s face it, December is an expensive month for even the most budget-savvy of us). We are trying to encourage Managers to help employees beat the ‘New Year Blues’, and increase office morale after the festive season. Promote a better work-life balance It’s not hard to identify why people feel exhausted after the Christmas Break. After a week or two of sleeping in, festive parties, and sitting on the sofa watching films, the dark, damp, early mornings can make it difficult for employees to readjust to their regular working day (I’m sure you’re feeling it too!). Reviewing your employee perks can help you identify how to promote a better work-life balance. For example, offering flexible working such as the ability to work from home when needed, can be very useful. Additionally encouraging staff to leave on time and also take their full lunch break will also help staff to feel rested and recharged. Highlight how staff can develop and build a roadmap for opportunities. Opportunities for development are now more important to employees than ever before! With such a skill short market it is now the new normal for people to “hold between 10-15 jobs in their lifetime (with 12 being the average), it shows that many won’t hesitate to move on if they feel their current role doesn’t offer them the best opportunity to develop their skills and career.” As January is the start of a new quarter for many organisations, it’s the ideal time to work with your employees to set personalised goals and highlight the year’s opportunities. Not only will setting clear goals help to keep your staff focused on their work (which will increase their motivation as they’ll want to work harder to reach these goals), but if they’re both small and realistic, this will increase morale by giving them a sense of achievement when these are completed. Have some fun! One of the easiest ways to beat the New Year Blues and ease your employees back into working life is by ensuring they are having fun! At Cherry, we try and take teams out to lunch at their favourite spots, after work drinks on a Friday, music in the office and just to encourage an open dialogue about how staff feel and how we can help to lift them back up! January Blues isn’t something you should fear and it isn’t something you should ignore either. Mental health and morale go hand in hand. If you need any advice on how to talk to someone who is suffering with depression please visit www.mind.org.uk

Melissa Kilday

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Poor Financial Well-being is effecting your bottom line.

Employees of all ages and levels of seniority are facing tougher financial decisions than ever before. Younger workers are burdened with student debt yet are aspiring to get onto the housing ladder. Some are navigating complex decisions about how to fund retirement. So, why should employers, politicians or society worry about the money concerns of workers? A report conducted by Close Brothers and CIPD concluded financial wellbeing not only affects employees but also business performance; costing the UK economy an estimated £120 billion, not to mention having a detrimental impact on employee mental and physical health. One in ten workers said they have found it difficult to concentrate/make decisions at work because of money problems. One in four said money worries have affected their ability to do their job. The need to boost employee’s confidence about their financial future has never been greater. Financial wellbeing is a company-wide issue, not just something that affects a handful of workers. Close Brothers and CIPD are not the only high-profile name doing extensive research into employee financial wellbeing; a Barclays survey found one in ten employees is silently struggling with financial woes. Staff in a “scarcity mindset” simply do not have the bandwidth to be devoted to contributing innovative and creative ideas. And while your staff may not be part of the 8% who take time off work due to financial stress, those left standing maybe one of the 19% of employees who lose sleep over it. “The relationship between staff’s overall financial wellbeing and productivity at work is a compelling case for employers to take steps towards improving their workers financial wellbeing and so their business bottom line” says Close Brothers Head of Financial Education, Jeanette Makings. More employers are now actively researching financial education programmes in order to provide support for employees and improve their financial capability. By educating and offering support to staff to better manage their money, business can improve the overall wellness of their workforce; simultaneously demonstrating a duty of care and refine business performance. A good financial wellbeing strategy will be more in depth than just pensions and debt – it will have the ability to raise awareness and confidence across all areas of workplace benefits and financial wellbeing. It will make it clear where further help and advice can be obtained and how to find other saving solutions alongside those offered within the business. It’s about creating a healthy culture in the workplace when it comes to money. Implementing a stable and effective financial wellbeing strategy demonstrates your interest as an employer, contributing to attracting and retaining the best skills on the market which is becoming hugely competitive, especially within Accounting and Finance. With 74% of finance professionals looking to make a career move in the next 12 months, employers have developed retention efforts by revising benefit packages, working environments and work-life balance. Around 43% of Accounting and Finance professionals said wellbeing initiatives and working environment were motivational factors aside from salary in a resent Recruitment & Employment Confederation (REC) Member survey. Investment in a financial wellbeing strategy is, therefore is not just a decision based entirely on employer responsibility towards employees but also a step towards boosting your bottom line. To find out more about how to build a financial wellbeing strategy for your business take a look at this free webinar from Salary Finance. * Lifetime Savings Challenge research 2017 ** CIPD/ Close Brothers Workplace Financial Wellbeing research 2017

Libby McCaughey

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Why Relationships Matter

John Donne said it best, “no man is an island”. Just as no business can succeed without a sea of healthy relationships. Big budgets, the latest high-tech systems and competitive pricing are all fine but, the real secret to being in that 30% of new businesses that survive past 10 years is people – your employees, contacts and most importantly your customers. If you want to become more than “just another business” and transform into a brand that your clientele knows and trusts, you first have to develop a strong, lasting relationship with them. It costs around 5x more to attract a new customer than it does to retain an existing one. So, when it comes to making a purchase (in the case of recruitment a hire) customers / clients can be weary of a company they aren’t familiar with and do not trust. A close working relationship is crucial to earning customer/client trust, they will subsequently become more forgiving for minor faux pars and look past issues more easily – they know that you will address their concerns and resolve them to the best of your ability. A customer who is very satisfied with your service is almost 6x more likely to stay with you than one who its only just satisfied. It’s important to always adapt and identify what can be done to ensure Equally, it is important for your organisation to lose the faceless cold corporate persona and adopt a human face, one that customers can relate to and even come to love. You need customers to have an adoration for the people who represent your company, they will then automatically transfer that same adoration to the company. Having customer/client relationships that are a shared responsibility for your entire organisation will divide the task and multiply the success. 80% of companies believe that they provide superior customer service, however only 8% of the customers agreed. You want to strive for excellence but if your customer/clients don’t agree it’s a wasted effort. People are quick to express when they’re unhappy with a service, but they are also eager to refer friends and family members to a business they have trust and believe in. “Any friend of yours is a friend of mine” approach can help to create strategic partnerships and alliances can lead to both parties receiving valuable referrals. While it is inevitably important to foster positive relationships outside of the business, but it is also vital to mirror these relationships internally. Creating a company culture conducive to developing a strong sense of teamwork will increase moral, productivity and job satisfaction. It will enable you to attract and retain top talent that is currently so hard to come by. Your business is only as strong as its people and the relationships that support it. It’s important that core messages of your business are championed internally and externally to help create that human face which can be relatable. Relationship Led Recruitment is our mission here at Cherry Professional, we want to help candidates with their career not just jobs. We want to help clients find candidates whose skills and personality fit the company culture. And we want to empower everyone we work with to be successful and happy, which is why building lasting relationships are so important to us and why they should be for you too. As a company founded on building relationships, we asked our Managing Director, Danielle Asano what relationships in business meant to her. “As human beings the quality of our life is based on the quality of our relationships – both business and personal. We are happiest when we feel valued, appreciated and connected to people. Good working relationships equals a much happier life. Having said that they don’t just happen overnight, we have to continuously work at them, building and reaffirming trust, and making an effort to understand each other though the ups and downs of business and life. Let’s face it nobody is perfect, and we will all eventually make a mistake or slip up at some point. In these situations, it is the strength of relationships that determines the outcome and how we move forward in a positive way”.

Libby McCaughey

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Can you read this without distraction?

Do you often feel like there aren’t enough hours in the day? Like your to-do list is growing faster than you’re able to handle. Do you find yourself focusing on low-priority tasks and are simply procrastinating? If you do, you’re not alone, 50% of employees find it difficult to be productive, but don’t fret because you can regain control of your work. Firstly, it’s important to remember that everyone works differently and that ‘one-size-fits-all’ lists on how to be more productive won’t always be beneficial! Here are our top techniques that can be adapted to your personality and work style. Small changes over time: It is said that it takes 15 days to make and break habits so, you cannot expect to change years of habits overnight. Start small, try one tip at a time and as you find strategies that work best for you begin to add more! Be accountable: Whether you’re just having weekly check-in’s with co-workers or setting your own goals and deadlines, having someone else to answer to can help motivate you to get the job done. Forgive yourself: You’re only human and sometimes you’re going to slip up and have a bad day where you get distracted and don’t get as much done. It’s important to move on and not dwell on your mistakes, because everyone makes them, forgive yourself, brush yourself off and move forward. Monotasking: Think you can get more done by juggling multiple tasks at the same time? Well unfortunately it’s biologically impossible, according to neuroscience professor Earl K. Miller. Miller says, “people are much more efficient when they monotask” and when you do multitask you actually make more mistakes! As you go back and forth between tasks, the neural networks of your brain have to back track and work out where they had left off. This extra activity causes you to slow down and errors become more frequent. The brain is like a muscle: It becomes stronger with use, Miller said. Just like physical exercise, the more we strengthen our mental connections by having complete focus on one task the better our productivity will become! How to Monotask: Create a work environment that encourages focus and performing one task at a time. It isn’t realistic to think we are able to block hours off at a time to complete a task, but here are some small changes you can make: Remove temptation: Resist the urge to check unrelated social media and websites while you’re trying to focus on a task. If you need a helping hand, consider installing anti-distraction software to block access to sites for a specified period of time. (SelfControl,and Freedom) Work on 1 screen: Put your phone in your draw and turn off your second monitor! Move: If you find your focus drifting and you’re reading the same sentence over and over, try getting up and having a brief walk. Dr. Miller said, “a brief walk around the office can lift your mood, reduce hunger and help you refocus.” Work in intervals: Set a timer and give yourself 10 minutes to complete focused work and then allow yourself a few minutes to be distracted as long as you continue 10 minutes more of focused work. If distraction does take over, don’t punish yourself too much, remember it gets the best of us! Miller says, ‘the more we work on focusing on one task at a time and ignoring distractions, the more we exercise the prefrontal cortex – the more evolved part of our brains. Then it becomes easier to focus.” We live in a world where distractions are everwhere, smartphones, tablets, laptops and the internet. You'll need to make a deliberate and commited effort to stay on task and we hope these tips help guide you.

Libby McCaughey

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Interview Preparation, Top Tips & Questions You Can Expect

So, you’ve secured yourself an interview and you want to set yourself apart from the other Accountants, Auditors or Finance specialists. It goes without saying that you want to be sure you’re well-prepared and ready to tackle whatever questions a potential employer may throw at you. Here are a few questions you can expect to in interviews for accountancy and finance positions. Preparation goes a long way. Doing thorough research on the organisation you’re interviewing for gives you the best opportunity to catch a curve ball that may come your way. Remember the interview is the perfect opportunity to show your enthusiasm for the specific role and company. For accountancy and finance roles, talk about how elements of your course or previous experience is relevant to the job. For example, highlight papers you’ve completed on management accountancy, and relate how this information helped develop your skill set and knowledge that makes you feel that this specific role is right for you. More generally, make sure you know your CV like the back of your hand. Study the job description – you want to be prepared to answer questions based on the competencies outlined. The better your prepared for potential questions, the better you will be able to speak about your experiences and express yourself more confidently and with authority when giving your answers. Finally, come with a few relevant and insightful questions to ask the interviewer about the role and the organisation. Whether your interviewing in person, over the phone or via a video call you need to prepare and execute al interviews with the same professionalism. You’ve probably been told how important a first impression is, but how much does it really matter? Within the first seven seconds of meeting, people have a solid impression of who you are. Some research even goes as far to suggest that it takes a tenth of a second to determine traits like trustworthiness. So, with that in mind when having an interview in person, ensure you’re well presented, it’s better to be over dressed than under-dressed. For example, a study showed that those who wear a watch to an interview from a variety of backgrounds elicit significantly higher levels of conscientiousness and they also arrive earlier for appointments. Currently the job market is highly competitive, especially in the world of accounting and finance. Employers need to identify the most suitable candidates who skills and personality align with the companies. Difficult questions in an interview like “what’s your greatest weakness” won’t have a right or a wrong answer but are designed to examine how you respond when you’re put on the spot. Your answer should demonstrate your critical thinking and how you make decisions in a short space of time, giving an insight on the way you collect data to make the best possible decision. A question that has come up frequently in recent years, “how many golf balls are there in France?”. While this question may seem irrelevant and out of context it isn’t asked to test your mathematical skills but to show how logical you are and how you approach unexpected problems – it’s important to keep your cool and not be fazed. Where do you see yourself in 5 years? This is where your knowledge of the organisation you will give you the opportunity to demonstrate your enthusiasm for the role and your ability to contribute fresh ideas. It’s important to prepare answer that will reflect the essence of the business and your own expertise and experience. If you’re an experienced candidate you’re likely to have heard these questions before, however if this is one of your first interviews post qualification remember that you’ve done the necessary learning to answer technical questions but mirror this confidence when preparing your answers for the more ambiguous questions. This is not a ‘one-size’ fits all guide to mastering any and every interview question but guidelines to provoke you to think about more than answering interview questions with basic surface answers. Yes, you want to showcase your skills and what knowledge but also show who you are, why you would be a good fit for the company and culture and what you can bring to the role that others may not.

Libby McCaughey

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Championing Mental Wellbeing at Work

I’m sure that most of you have seen the statistic, 1 in 4 of us will fight a mental health problem this year, but recent research suggests this statistic will increase to 1 in 2 in the near future. But why does good mental health matter in the workplace? Around 91 million working days are lost each year due to poor mental, costing the UK economy £94 billion. Most importantly do you know the cost of ignoring mental health for your business. What would you say if I told you that you can increase productivity in your business by as much as 12% if you invested in an effective wellbeing strategy? That for every £1 you spent on improving employee wellbeing you would see between a £1.5 to £9 return. Good mental health should be a priority for your business and implementing it needs to involve more than just the HR department. It’s vital to get buy-in from senior leadership and make sure conversations about mental health and wellbeing happen at board level. When staff feel happy and well cared for, they are more engaged, motivated and loyal. Currently 67% of employees feel scared, embarrassed or unable to talk about mental health concerns with their employer - it is important that as an employer you are creating an open and caring culture. So how can you put mental health on the agenda and break the taboo? Understandably senior leaders are under pressure to cut costs and optimise ROI and perhaps do not immediately understand the business impact of poor mental health. Be prepared to make the business case and have figures to back up your proposal, such as, relevant figures on staff turnover, moral and feedback from exit interviews. When would be the most beneficial time to start the conversation to get buy-in? Using important dates to help start the conversation, for example World Mental Health Day in October or Mental Health week. However, don’t feel you have to wait for these dates, board / management meetings, staff surveys and staff absence report, although they can provide the right opportunity to broach the topic. Did you know that those with goals are 10x more likely to succeed? Try identifying key drivers for mental health and the key indicators; define how you can measure them and what level the company should achieve. Setting these performance targets will be an integral part of achieving an effect wellbeing strategy. Having a well-defined mental wellbeing strategy is imperative to future proofing your business. It is important to take action on mental health NOW, as it is predicted by 2030 that depression will be the most common illness and the global burden of this condition will be greater than illnesses such as diabetes, heart disease and cancer. Employers need to take action to prevent (safeguarding the mental health of your workforce), intervein (stepping in before problems become more serious) and protect (supporting staff if they need time off, or need help retuning to the workplace) their workforce. Brands like the Royal Mail and Deloitte have already partnered with organisations to develop training and create peer-to-peer support networks for their staff in a bid to improve and support the mental wellbeing of their work force. Efforts to improve mental health span further than the business world, I hope this will motivate you to take action because we can no longer simply ignore the fact that unreported, unmanaged stress increases the prevalence of mental health issues in the UK. In October during mental health awarness week we heald one of our most successful events along slide Clive Day (Employment Lawyer), Team Mental Health and Sanctum Healthcare. The event focused on employee mental wellbeing and employers legal oblications when it comes to supporting employee mental health. 100% of attendees siad they let the event with actions they want to implement at work and 100% have agreed the event gave them further understanding into Mental Wellness in the workplace We have plans to re-run this event in the near future. Please register your interest below. Form ID:4777

Libby McCaughey

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England Rugby World Cup: Business Lessons

With the England Rugby team about to face South Africa in the Rugby World Cup Final in less than 24 hours, we found it fitting to make them the centre of this blog. Late last month O2 Business sent former England International player, Ugo Monye, to Japan prior to the first match to find out what England could expect over the coming weeks. Ugo met with Head Coach Eddie Jones to discuss the origins of Samurai code, Bushido, and the relevance of its values in sport today. So, what is Bushido – it literally means ‘the way of the warrior.’ Bushido is the code of honour that Samurai lived and died by. Several of these accident principles are still relevant in sport, in business and in everyday life, five of which most relevant to Rugby. Ugo asked Eddie whether or not these five principles also applied to business. Duty A core value to any team is a sense of duty, players have a duty to look after themselves and their family. Duty as a value is equally relevant in business. Each one of us commits to completing tasks, adhering to deadlines and making promises. We understand why it is also important to attain our duty and what has to be done to manage our obligations to clients, candidates and business relationships. An effective leader will take responsibility for what they do and say. They avoid excuses and don’t shy away from their duty. With regards to Bushido, to do less would be dishonourable and considered a great failure. Duty in the sense of business is a commitment, once you’ve made this commitment you must do what you can to deliver it. Courage Eddie Jones very simply considers Bushido courage to mean the courage to do the right thing. “For a player it means being able to be yourself and play to the game as you think you should play it.” Mirroring this value in the world of business is fundamental. Managing a business or even a team can be tough. It takes courage to make those difficult and often unwelcomed decisions when challenging market conditions or facing aggressive competitive activity. Much like England when facing New Zealand in the semi-final, in the face of aggressive competitive activity (the Haka), the decision to make a ‘V’ formation faced criticism however England succeeded winning 19-7 securing their place in the final. The most effective leaders need to have courage to keep motivated and to motivate their team, through the peaks and short falls. This doesn’t mean to pursue ego-driven goals, but taking the needs of everyone into accounts, and raising yourself above the moral obstacles that you will undoubtably be faced with. Respect Eddie talks about respect in terms of tolerance – recognising difference in other people. In any team (sporting or business) there will be an array of personalities, yet they will all share the same aspirations and goals. They will all have the shared desire to put in their best to achieve the best results. Respect in business has never been more vital. Respect is about being inclusive, respecting diversity, going beyond more than just being polite. One of our core values at Cherry Professional is respect. People are at the heart of everything we do, are committed to equal opportunities and are working hard to ensure our processes are always up to date with legal requirements. Diversity hasn’t only helped make us a more innovative business but enabled us to better understand our clients and candidates to deliver a better and more efficient service. Loyalty In both the sporting and corporate world, staying focused on your vision or goal can be challenging which is why loyalty towards the case is imperative. With England’s rugby team, you would expect complete loyalty between teammates. This magnitude of loyalty will establish strong bonds and relationships between players. In reference to business, loyalty is often regarding to customer brand loyalty however in Bushido loyalty is about people. Having your people be more loyal is an asset to your business, no matter what it takes you team will deliver for you simply because they are emotionally invested in your business. Integrity “Playing rugby with integrity is about knowing what your team is trying to achieve and taking responsibility for understanding your role and doing the right thing” says Eddie Jones. Within the business sense, it is important to recognise that consumers want to buy from a business or potential employees who want to be a part of a business which operates ethically, sustainably and honestly. Millennials are the first generation to demand a better work life balance, whereas previous generations could only hope for it. In fact, it is so important that work-life balance was the top-rated factor when looking for a new role. Whether you are fan of rugby or not I hope you took some value from the lessons that can be learnt from the sport. From managing a small team to running a multinational business there is something for everyone to take from Bushido and England Head Coach Eddie Jones. Watch Ugo and Eddie’s interview Click Here Information sourced from O2 Business: Work Smarter.

Libby McCaughey

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How to help improve your Mental Wellbeing

Mental health problems can affect anyone, at any time. You might not be talking about it because sadly mental health is still a very taboo subject. Many still feel uncomfortable and scared to talk about it let alone confronting the issue in the workplace. There are a number of small simple steps that you can take to help maintain a healthy mental wellbeing at work. Here are five simple ways to wellbeing suggested by Mind. Connect Extensive research has shown that feeling close to and valued by other people is a “fundamental human need and one that contributes to functioning well in the world”. (Mind) It is apparent that social relationships are important to the promotion of wellbeing and acts as a safeguard against mental ill health in people of all ages. Knowing this Mind suggest trying something new today and make a connection: Talk to someone instead of sending an email Speak to someone new Ask how someone’s weekend was and really listen when they tell you Put five minutes aside to find out how someone really is Give a colleague a lift to work or share the journey home with them. (Mind) Be active There is a direct correlation between how often you participate in physical activity and a reduction in rates of depression and anxiety across all ages groups that participated in a study. It has been proven “exercise is essential for slowing age related cognitive decline and for promoting well-being”. The physical activity doesn’t need to be intense in order for it to be good for you – slow-paced activates like walking can not only provide a level of exercise but also encourage social interactions. Here are some suggestions form Mind to try today: Take the stairs not the lift Go for a walk at lunchtime Walk into work - perhaps with a colleague – so you can ‘connect’ as well Get off the bus one stop earlier than usual and walk the final part of your journey to work Organise a work sporting activity Have a kick-about in a local park Do some ‘easy exercise’, like stretching, before you leave for work in the morning Walk to someone’s desk instead of calling or emailing. Learn To help encourage social interactions, be more active in life and enhance self-esteem, you need to continue to be open to learn. Anecdotal evidence suggests “the opportunity to engage in work or educational activities particularly helps to lift older people out of depression.” (Mind) If you practice setting yourself goals related to adult leaning, there is research to suggest it will promote higher levels of wellbeing. Learn something new today… Here are a few ideas suggested by Mind: Find out something about your colleagues Sign up for a class Read the news or a book Set up a book club Do a crossword or Sudoku Research something you’ve always wondered about Learn a new word. Take notice To help strengthen and broaden your awareness remind yourself to ‘take notice’. Multiple studies have shown that the more you are aware of what is taking place around you in the present it directly enhances your wellbeing and savouring ‘the moment’. A heightened awareness also enhances your self-understanding and allows you to make positive choices based on your own values and motivations. It’s important to take some time for yourself and enjoy the moment. Take some guidance from the ideas suggested by Mind: Get a plant for your workspace Have a ‘clear the clutter’ day Take notice of how your colleagues are feeling or acting Take a different route on your journey to or from work Visit a new place for lunch. Give Taking part in social and community life has been central to the research around wellbeing. Many who reported greater interest in helping others were more likely to rate themselves as happy. Research into actions for promoting happiness has shown that committing an act of kindness once a week over a six-week period is associated with an increase in wellbeing. Metal health is personal and perceived differently to each individual so use these as guidelines rather than definitive rules to help improve and promote positive mental wellbeing for yourself and share as advice for those around you. For more help, guidance and information about taking care of yourself please visit the Mind website via the link below. Mind: https://www.mind.org.uk/workplace/mental-health-at-work/taking-care-of-yourself/

Libby McCaughey

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Elon Musks: Management Principles to Increase Productivity

Let’s be honest, we’ve all bought a book on management styles, googled the 7 top tips of an effective Manager or looked to TED Talks for an insight on how to be a better leader because Management is extremely difficult. It seems management theories haven’t changed for the last 50 years even though the working world continues to evolve every day. So, what actually makes an effective Manager? Do we micro-manage or give employees freedom? Do we offer salary incentives or perks and benefits to retain employees? Should we be their friend or rule with an iron fist? Now ask yourself honestly, what kind of a Manager are you? Micro-manager? Hands off? Do you run frequent meetings or 1:1s? Or do you wait for employee to come to you? Now what kind of Manager do you want to be? Do you want to see results, have a team all working towards the same goal and maximise productivity? Well, acclaimed entrepreneur Elon Musk has yet again answered all our prayers with an email that defines the rules of management and corporate culture. His 11 techniques to improve productivity perfectly outline a unique perspective on what it takes to be an effective Manager, no frills, no glitter, just straight to the point. Before we uncover the holy grail of management techniques, what is it about Elon Musk that makes him one of the greatest visionaries of our time? He has founded or been heavily involved in some of the most innovative companies like Tesla, SpaceX, PayPal, SolarCity and Neuralink. Many who have worked close to Musk say he’s kept a hand in the day-to-day operations of every company he leads. Musk has crafted a persona that positions him to be both intimidatingly aspirational and personally accountable. He is a unique case of an entrepreneur who both internally and externally champions his brand. So, here are the 11 bullet points outlined in the email that I know you’re all eagerly waiting for: - Excessive meetings are the blight of big companies and almost always get worse over time. Please get of all large meetings, unless you’re certain they are providing value to the whole audience, in which case keep them very short. - Also get rid of frequent meetings, unless you are dealing with an extremely urgent matter. Meeting frequency should drop rapidly once the urgent matter is resolved. - Walk out of a meeting or drop off a call as soon as it is obvious you aren’t adding value. It is not rude to leave; it is rude to make someone stay and waste their time. - Don’t use acronyms or nonsense words for objects, software or processes at Tesla. In general, anything that requires an explanation inhibits communication. We don’t want people to have to memorize a glossary just to function at Tesla. - Communication should travel via the shortest path necessary to get the job done, not through the “chain of command”. Any manager who attempts to enforce chain of command communication will soon find themselves working elsewhere. - A major source of issues is poor communication between depts. The way to solve this is allow free flow of information between all levels. If, in order to get something done between depts, an individual contributor has to talk to their manager, who talks to a director, who talks to a VP, who talks to another VP, who talks to a director, who talks to a manager, who talks to someone doing the actual work, then super dumb things will happen. It must be ok for people to talk directly and just make the right thing happen. - In general, always pick common sense as your guide. If following a “company rule” is obviously ridiculous in a particular situation, such that it would make for a great Dilbert cartoon, then the rule should change. (VIEW FULL EMAIL HERE) It's clear that Musk is not a fan of meetings, hierarchy, bureaucracy or any system that impedes immediate communication. He prefers people apply common sense to the task at hand, and if employees don't meet his expectations, he can be ruthless. Ultimately, the main theme of Musks’ email is productivity and efficiency. He has no tolerance for laziness and excuses. His management style challenges convention and older ways of getting things done. Many would agree that frequent distractions are the biggest productivity killer. Studies have found that it takes around 25 minutes to fully return to the original task after an interruption. Meetings seperate your employees from their duties entirely, and if meetings are a frequent norm to your business you are potentially wasting hours of productivity. Musk also touches on the importance of communication, suggesting that it can make or break a company. Productivity thrives on good back-and-forth, so if there is a question that needs answering or a problem that needs resolving then you should be able to approach heads of departments or even CEO’s. This email is jam-packed with lessons and takeaways you can apply to your own practices, in some form or another. Musk brings some real wisdom to the way you should perceive management and what it means to be an effective leader and while there is a lot to learn from Musk it is important to bring your own personality and flare to your management style.

Libby McCaughey

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Elon Musk (Full Email)

" Progress First, congratulations are in order! We have now completed our third full week of producing over 2000 Model 3 vehicles. The first week was 2020, the second was 2070 and we just completed 2250 last week, along with 2000 Model S/X vehicles. This is more than double Tesla’s weekly production rate last year and an amazing feat in the face of many challenges! It is extremely rare for an automotive company to grow the production rate by over 100% from one year to the next. Moreover, there has simultaneously been a significant improvement in quality and build accuracy, which is reflected in positive owner feedback. Starting today at Giga and tomorrow at Fremont, we will be stopping for three to five days to do a comprehensive set of upgrades. This should set us up for Model 3 production of 3000 to 4000 per week next month. Another set of upgrades starting in late May should be enough to unlock production capacity of 6000 Model 3 vehicles per week by the end of June. Please note that all areas of Tesla and our suppliers will be required to demonstrate a Model 3 capacity of ~6000/week by building 850 sets of car parts in 24 hours no later than June 30th. Any Tesla department or supplier that is unable to do this will need to have a very good explanation why not, along with a plan for fixing the problem and present that to me directly. If anyone needs help achieving this, please let me know as soon as possible. We are going to find a way or make a way to get there. The reason that the burst-build target rate is 6000 and not 5000 per week in June is that we cannot have a number with no margin for error across thousands of internally and externally produced parts and processes, amplified by a complex global logistics chain. Actual production will move as fast as the least lucky and least well-executed part of the entire Tesla production/supply chain system. By having a Model 3 subsystem burst-build requirement of 6k by the end of June, we will lay the groundwork for achieving a steady 6k/week across the whole Model 3 system a few months later. As part of the drive towards 6k, all Model 3 production at Fremont will move to 24/7operations. This means that we will be adding another shift to general assembly, body and paint. Please refer anyone you know who you think meets the Tesla bar for talent, drive and trust. Between Fremont and Giga, Tesla will be adding about 400 people per week for several weeks. Precision Most of the design tolerances of the Model 3 are already better than any other car in the world. Soon, they will all be better. This is not enough. We will keep going until the Model 3 build precision is a factor of ten better than any other car in the world. I am not kidding. Our car needs to be designed and built with such accuracy and precision that, if an owner measures dimensions, panel gaps and flushness, and their measurements don’t match the Model 3 specs, it just means that their measuring tape is wrong. Some parts suppliers will be unwilling or unable to achieve this level of precision. I understand that this will be considered an unreasonable request by some. That’s ok, there are lots of other car companies with much lower standards. They just can’t work with Tesla. Profit A fair criticism leveled at Tesla by outside critics is that you’re not a real company unless you generate a profit, meaning simply that revenue exceeds costs. It didn’t make sense to do that until reaching economies of scale, but now we are there. Going forward, we will be far more rigorous about expenditures. I have asked the Tesla finance team to comb through every expense worldwide, no matter how small, and cut everything that doesn’t have a strong value justification. All capital or other expenditures above a million dollars, or where a set of related expenses may accumulate to a million dollars over the next 12 months, should be considered on hold until explicitly approved by me. If you are the manager responsible, please make sure you have a detailed, first principles understanding of the supplier quote, including every line item of parts & labor, before we meet. I have been disappointed to discover how many contractor companies are interwoven throughout Tesla. Often, it is like a Russian nesting doll of contractor, subcontractor, sub-subcontractor, etc. before you finally find someone doing actual work. This means a lot of middle-managers adding cost but not doing anything obviously useful. Also, many contracts are essentially open time & materials, not fixed price and duration, which creates an incentive to turn molehills into mountains, as they never want to end the money train. There is a very wide range of contractor performance, from excellent to worse than a drunken sloth. All contracting companies should consider the coming week to be a final opportunity to demonstrate excellence. Any that fail to meet the Tesla standard of excellence will have their contracts ended on Monday. Btw, here are a few productivity recommendations: - Excessive meetings are the blight of big companies and almost always get worse over time. Please get of all large meetings, unless you’re certain they are providing value to the whole audience, in which case keep them very short. - Also get rid of frequent meetings, unless you are dealing with an extremely urgent matter. Meeting frequency should drop rapidly once the urgent matter is resolved. - Walk out of a meeting or drop off a call as soon as it is obvious you aren’t adding value. It is not rude to leave, it is rude to make someone stay and waste their time. - Don’t use acronyms or nonsense words for objects, software or processes at Tesla. In general, anything that requires an explanation inhibits communication. We don’t want people to have to memorize a glossary just to function at Tesla. - Communication should travel via the shortest path necessary to get the job done, not through the “chain of command”. Any manager who attempts to enforce chain of command communication will soon find themselves working elsewhere. - A major source of issues is poor communication between depts. The way to solve this is allow free flow of information between all levels. If, in order to get something done between depts, an individual contributor has to talk to their manager, who talks to a director, who talks to a VP, who talks to another VP, who talks to a director, who talks to a manager, who talks to someone doing the actual work, then super dumb things will happen. It must be ok for people to talk directly and just make the right thing happen. - In general, always pick common sense as your guide. If following a “company rule” is obviously ridiculous in a particular situation, such that it would make for a great Dilbert cartoon, then the rule should change. If there is something you think should be done to make Tesla execute better or allow you to look forward to coming to work more (same thing in the long term), please send a note to [redacted]@tesla.com. Thanks for being such a kickass team and accomplishing miracles every day. It matters. We are burning the midnight oil to burn the midnight oil. Elon " SOURCE: https://jalopnik.com/tesla-switching-to-24-7-shifts-to-push-for-6-000-model-1825335216

Libby McCaughey

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Trio of hires are cherry on the cake for growing recruitment consultancy

Specialist recruitment consultancy Cherry Professional has announced a trio of new hires and has signalled its intention to create five more jobs across its Nottingham, Derby and Leicester offices. Having received support from the D2N2 Growth Hub UpScaler Project, the company increased its turnover by 44% from £3.3 million to £4.8 million during the last financial year and is now looking to bolster its finance, administration and business professional divisions even further. Linda Allaway has joined the 30-strong firm to manage the administration and business professional division, bringing 20 years of experience to the role, while Libby McCaughey joins as graduate marketing assistant and Rory Mattinson comes on-board as a graduate recruiter. Managing director Danielle Asano told TheBusinessDesk.com that the company is now looking to double its turnover and employ five more staff. She said: “From the moment we started upscaling we always wanted to grow the business and take our finance, admin and business professional divisions to the next level. “We have invested heavily in all areas of the business and that’s why we’ve grown so successfully. We are still looking for more recruitment consultants and intend to create five more positions across our East Midlands offices. This is a really exciting time for us.” The company, established by directors Danielle Asano and Martin Burnett in 2009, began trading at Beeston Business Centre before it made the move to Nottingham city centre and subsequently established three more offices across the region in Derby, Leicester and Lincoln. Work for Us: https://www.cherryprofessional.co.uk/about-us/work-for-cherry Source: https://www.thebusinessdesk.com

The Business Desk

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'Moments that Matter': Burton Brewing company with industry-leading approach to work life balance

Candidate supply has continued to fall at the quickest rate in 20 months, with Brexit on the horizon talented candidates are reluctant to move. So, what can you do to attract the most sought-after skills and talent? Research shows around 80% of workers would stay in a job with better benefits, rather than one that offered more pay with less or no benefits! This has led to companies becoming more creative with the benefits packages that they offer employees. Several large companies across the UK have already made drastic changes to their benefits policies. One of the largest global brewing companies, Molson Coors launched a new employee initiative, which offers staff up to two weeks extra paid leave annually. The ‘Life Leave’ policy was released back in July as part of the brewer’s new ‘Moments that Matter’ program, which was created to offer employees an industry-leading approach to work life balance. Molson Coors have recognised the growing demand for flexible working policies. Their employees will be able to use the ‘Life Leave’ policy on top of existing holiday entitlement and other leave policies, including sickness and compassionate absence. ‘Life Leave’ can be used for significant moments in life, such as wedding preparation, moving house and even taking time to help a new puppy settle in at home. Adam Firby, HR Director for UK & Ireland at Molson Coors said, “One of our driving principles is to empower our people to come to work as themselves… This mindset puts us in a really good place to embed this scheme and with our ‘Moments that Matter’ programme we hope we can continue to nurture and attract the best talent in the industry.” Like many employers, to Molson Coors employee attrition is key. 57% of UK workers have changed jobs in search of greater job satisfaction. Therefore, if your company, like Molson Coors, embodies your core ethos and offers competitive employee benefits they can’t find anywhere else it is unlikely they will turn their back on your company. Adam goes on to say, “the way we all work has changed. For our people to perform at their best, we recognise they need an employer that provides flexibility and understands their personal priorities.” It is important for your business to devlope with the changing world and understand what your target audience expects from employers. Understandably small businesses may find that benefits and perks are too expensive. They may not be able to offer private medical and dental care however here are some low-cost alternatives: Free office snacks Team Lunches Commuter Benefits Gym Memberships Unlimited Holiday Days If you're interested in knowing more about employee benfits or if you would like a bespoke evaluation on Cherry Professional's benefits, salaries and retention please fill in the form below. (Information gathered from Molson Coors) Form ID:4863

Libby McCaughey

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How the 2019 Ashes can teach you to be a more effective Manager...

Are you an adaptive leader? If you want to excel as a Manager to help your organisation thrive in a changing world, to strengthen your practice of leadership and help others strengthen their capacity for change then you will have to embody an adaptive leadership style. But what makes an adaptive leader? An adaptive leader needs to drive their team to focus on business goals and keep them motivated by drawing on positives. Adaptive leaders aren’t micromanagers – they focus on the what and the why! They need to be both a coach and a career counselor. By making a priority of the employees’ career aspirations’ and developmental needs, adaptive leaders will get the best out of their employees as the employee’s goals will align with those of the organisation. A notable example of an adaptive leader would be this year’s England Ashes captain, Joe Root. Root faced challenges from day 1 as England found themselves behind in a home series against Australia for the first time in 14 years after Australia won the first Test Match by 251 runs. He has learned to identify and capitalise on smart risks and avoid wasteful distractions, leading to the success of a draw during the Second Test, when it looked like England were heading for a second defeat. Root was able to keep his team motivated, drawing on confidence from the fact that they have not lost consecutive Tests against anyone for over 11 years, despite having lost 6 of the previous 7 Test Matches to Australia. Adaptive leaders understand that situations constantly evolve and require both flexibility and innovation. In the instance of when employees call in sick, hand in their notice or if external factors such as the weather effects the working of the business. An adaptive leader would, act with a level head, be open to experimentation and risktaking and embraces diversity of views, taking advantage collective knowledge to benefit the organisation. Many researchers show that adaptive leaders also have strong emotional intelligence, they don’t shy away from the truth which makes those who deliver the message feel respected and valued. Adaptive leadership can provide Chief Executives and others in influential positions the opportunity to maximize the skills of employees, as well as attain goals. Adaptive leaders have intangible qualities, unique combinations of skills, perspectives and unwavering effort that enables true excellence. So, what can you do to adopt an adaptive leadership style? Expect the unexpected: Adaptive leaders are well-prepared and expect their plans to change, as did Root with the uncertainty of the British weather anticipating batting orders may change. Channel fear into positivity: Just like Root did, even though England had lost 6 out of 7 previous matches he kept moral up by drawing on a positive. Be open to learn and change: Leaders that think they have nothing left to learn nor do they feel like they have an obligation to teach those they lead ensure they will never meet their true potential. Don’t shy away from the truth: Learn how to unite what your team think, what they want to hear, and how they want to hear it. Understanding and valuing your team opinions will earn their respect.

Libby McCaughey

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The Benefits of Temporary Workers

Have you got plans to hire a temp? For maternity cover, sickness cover, project work, or just to help out over a busy period. We provide temporary staff at all levels from self-employed people with their own limited companies through to day-rate interims or hourly rate PAYE temps. But what are the benefits of taking on temporary resource? In business we know that time is critical and that’s one of the benefits when hiring a temporary candidate as temps and interim professionals are traditionally quick hires, who can have an immediate impact on your business. When working with Cherry Professional we offer you the opportunity to conduct working interviews to ensure that the candidate is a cultural fit and has the experience that you need. Temporary workers with specific skill sets, for example, specific system and process skills, can have a positive effect on your business, they can come in and deliver a project efficiently and then move on. Niche interim professionals with a unique skill set can offer a speedy and cost effective solution to any problem in your business from change management to system implementation. The average time to fill a permanent vacancy is seven weeks, so what if you need someone now? A temporary worker can start immediately leaving you with piece of mind and time to find, interview and hire a permanent employee for the role. If a gap in your team is unforeseen you may well need a temp to ensure its ‘business as usual’ and there is no loss of productivity. Hiring a temp is a great way to ‘try before you buy’. So if you feel the temp in your business could be a permanent member of staff, you already know they can do the job, fit in with the team and deliver results. Remember though, some people choose to be temps for a reason (such as flexibility) and they may turn your offer down. Please contact us if you need any advice about temporary resource or if you have any recruitment issues you would like us to solve.

Melissa Kilday

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Understanding, Attracting and Retaining a Millennial Workforce.

As uncertainty grows due to Brexit, companies are having to adapt and become even more competitive when it comes to attracting and retaining new talent. No longer do we work in a labour market where money is the key motivator. People look for better work benefits and overall work culture when considering their next role. So, what can your business do to entice the most sought-after skills and talent? Did you know it’s the first time in history where we’re seeing 5 different generations in the workplace? But companies are using the same blanket techniques to attract, engage and retain them all. It is crucial to understand that one size doesn’t fit all and now is the time to act. Companies need to better adjust their strategies for specific cohorts, and millennials may be the best place to start. By 2030, millennials will make up 75% of the UK workforce, bringing wants and needs unlike any generation before them. Companies need to be aware of what selling points will allure them and what perks will get them to stay once they’re through the door. Firstly, it’s important to understand the traits of a millennial. They’re curious and need to know why they’re doing a task, it’s value and how it’ll affect the big picture. Millennials usually stay in any given role for a maximum of three years, before they quickly become hungry for their next role. Frequently considered to be ‘digital natives’, they’re tech-savvy and are the first generation to be truly connected globally. To millennials a work-life balance is highly important and as the most confident generation when it comes to challenging “the system”, they will demand it! With the rise of globalization, millennials have become the most tolerant of diversity and are more likely to seek it, especially in the workplace. Now you know what millennials tend to be like as people, what are they looking for when it comes to a career? Culture is key when millennials are scanning the marketplace. How an organisation portrays the overall experience of working for them will be a key factor in their decision. Companies need to focus on cultivating working conditions that will encourage creativity and morale. Quick wins like early finishes on a Friday could do the trick! The use of social media can help promote company culture externally, praising internal promotions and celebrating small successes as well as the bigger ones! Google and Glassdoor reviews are easy ways for potential hires to see what other people think, pushing reviews and feedback helps consolidate your company culture. Millennials actively look to enjoy their work experience and are the first generation to describe their dream job as being ‘fun’.