Viki James’ Post

In 2024, we welcomed brilliant new Advisers to the Quayside team and we’re gearing up to do similar in 2025. Could it be you? Maybe you’re flying solo and feeling the weight of it all, or you’re part of a team that just doesn’t click—for you or your clients. If that sounds familiar, maybe it’s time for a change. At Quayside, we believe happy teams make happy clients. That’s why we put our team first, so they can put clients first. Ready to become the best version of yourself with a team of professionals who genuinely love what they do? Don’t settle—let’s talk about your next move and possibly your last. #FinancialAdvisers #JoinUs #NewYearNewOpportunities #LifeAtQuayside #LifePlanning #FinancialPlanning #Gloucestershire #Gloucester

Mate, imagine yourself doing this in your 60's - are you still stuck in the same routine? Definitely not! That's why it's crucial to focus on building, improving, and fostering a positive environment where you are surrounded by exceptional individuals. Recently, during a casual chat over a couple of beers (or more), we delved into essential aspects like hiring strategies, investments, and seeking advice: - Remember to hire slow and fire fast to ensure the right fit for your team. - Prioritise investing in the founding team rather than solely focusing on their product or idea. You may say we've back a wrong horse or two;) - When seeking advice, be cautious of those who lack practical experience in the field. Learning from individuals who have been through it themselves is invaluable and with a proven track record. Then we got to the serious matter of who is going to win the Euros! Michael Meier #london #beerchat #inyour60s #eorservices #recruitment #investment

Very excited to share our Squiggle & Stay Playbook (please 👍 so as many people as possible can learn from it!) 18 months in the making, the Playbook shares ideas and insights from our work with 15 organisations and over 7000 employees who all collaborated with Amazing If to experiment with progression. Our headline findings were published last month in Harvard Business Review and now we're able to share the experiments and evidence in more detail. We hope it will spark conversations in companies and communities about how to redress ladder-like development and create more opportunities for people to progress. Huge thanks to the leaders who put their hands up to be involved and made the experiments possible (all tagged in the comments and referenced in the last page of the Playbook) and to matthew cook for project managing Squiggle & Stay. 𝗠𝘆 𝗳𝗮𝘃𝗼𝘂𝗿𝗶𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁 𝘄𝗮𝘀 𝘄𝗮𝘀 '𝗦𝗾𝘂𝗶𝗴𝗴𝗹𝘆 𝗦𝗽𝗲𝗰𝘀'. We tested the impact of adding a statement to job adverts that said that the role was open to people who wanted a career change. It looked like this: “𝘈𝘵 𝘚𝘱𝘦𝘤𝘴𝘢𝘷𝘦𝘳𝘴, 𝘸𝘦 𝘢𝘳𝘦 𝘱𝘢𝘴𝘴𝘪𝘰𝘯𝘢𝘵𝘦 𝘢𝘣𝘰𝘶𝘵 𝘴𝘲𝘶𝘪𝘨𝘨𝘭𝘺 𝘤𝘢𝘳𝘦𝘦𝘳𝘴, 𝘢𝘯𝘥 𝘦𝘯𝘢𝘣𝘭𝘪𝘯𝘨 𝘰𝘶𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘵𝘰 𝘢𝘤𝘤𝘦𝘴𝘴 𝘯𝘦𝘸 𝘢𝘯𝘥 𝘥𝘪𝘷𝘦𝘳𝘴𝘦 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 𝘵𝘰 𝘱𝘳𝘰𝘨𝘳𝘦𝘴𝘴 𝘵𝘩𝘦𝘪𝘳 𝘤𝘢𝘳𝘦𝘦𝘳. 𝘛𝘩𝘢𝘵’𝘴 𝘸𝘩𝘺 𝘸𝘦’𝘳𝘦 𝘮𝘰𝘴𝘵 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵𝘦𝘥 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘵𝘢𝘭𝘦𝘯𝘵 𝘢𝘯𝘥 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘢𝘴 𝘢𝘯 𝘪𝘯𝘥𝘪𝘷𝘪𝘥𝘶𝘢𝘭 𝘤𝘢𝘯 𝘣𝘳𝘪𝘯𝘨 𝘵𝘰 𝘵𝘩𝘦 𝘳𝘰𝘭𝘦 (𝘺𝘰𝘶 𝘥𝘰𝘯’𝘵 𝘩𝘢𝘷𝘦 𝘵𝘰 𝘵𝘪𝘤𝘬 𝘢𝘭𝘭 𝘵𝘩𝘦 𝘣𝘰𝘹𝘦𝘴!). 𝘠𝘰𝘶𝘳 𝘢𝘣𝘪𝘭𝘪𝘵𝘺 𝘵𝘰 𝘭𝘦𝘢𝘳𝘯 𝘢𝘯𝘥 𝘢𝘥𝘢𝘱𝘵 𝘢𝘳𝘦 𝘤𝘳𝘶𝘤𝘪𝘢𝘭 𝘢𝘯𝘥 𝘸𝘦’𝘥 𝘦𝘯𝘤𝘰𝘶𝘳𝘢𝘨𝘦 𝘦𝘷𝘦𝘳𝘺𝘰𝘯𝘦 𝘵𝘰 𝘦𝘹𝘱𝘭𝘰𝘳𝘦 𝘢 𝘳𝘢𝘯𝘨𝘦 𝘰𝘧 𝘤𝘢𝘳𝘦𝘦𝘳 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 𝘢𝘤𝘳𝘰𝘴𝘴 𝘵𝘩𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴.” When Specsavers tested this, they saw a 𝟯𝟱% 𝘂𝗽𝗹𝗶𝗳𝘁 𝗶𝗻 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀. 𝗦𝗺𝗮𝗹𝗹 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 >> 𝗯𝗶𝗴 𝘀𝗾𝘂𝗶𝗴𝗴𝗹𝘆 𝗶𝗺𝗽𝗮𝗰𝘁! Also loved seeing the impact of Squiggly Stories, Squiggly Safaris and Move Mentoring. Of course, not everything worked and we've been open about those things too. 𝗪𝗵𝗮𝘁'𝘀 𝗻𝗲𝘅𝘁 𝗳𝗼𝗿 𝗦𝗾𝘂𝗶𝗴𝗴𝗹𝗲 & 𝗦𝘁𝗮𝘆: - Many of the companies we worked with are continuing with their experiments - Sarah Ellis and I are happy to talk to leaders about what this could look like for your organisation and to discuss the insights in more depth - Phase 2... we're currently looking at whether Squiggly Secondments could be a new experiment (we had a discovery call last night on this - if you'd like the recoding of the call to learn more, let me know) Thank you for reading this far (!) and for supporting our work to make careers better for everyone.

🗺️Career paths are often less straight forward than the traditional ladder 🪜approach suggests. More and more people decide to take breaks, change industries and functions in their professional lifetime. A “one size fits all” perspective is outdated. I personal live promoting internal horizontal transfers. They know the business, broaden our/their knowledge, often bring innovative ideas, and can become brilliant bridge builders to other parts of the business. Check out this playbook from Helen Tupper on experiments they ran with different companies on “squiggly careers”. Super inspiring. 👇🏽

Find Your Place: Why Businesses Need a Hogwarts-Style Sorting System Ever wonder why Harry thrived in Gryffindor and Luna blossomed in Ravenclaw? Hogwarts wasn't just sorting hats and feasts. It was about placing students with like-minded peers who shared their values and goals. Here in the muggle world, we can learn a thing or two from the magic of Hogwarts' sorting system! Imagine a world of work where: -You're instantly connected with colleagues who share your drive and passions. -Your strengths are celebrated, and your development is tailored to your values. -Teams are built for success, not just resumes. This is the power of a value-based sorting system! Here's how a value-based evaluation system can attract and retain top talent: 1. Find Your Tribe: Imagine starting a new job and instantly connecting with a supportive "house" based on your values. This fosters belonging and makes navigating your career path smoother. 2. Unveiling Career Paths: Early in your career, the system can suggest fulfilling paths based on your strengths (think Hufflepuff in HR or Slytherin leading a startup team!). 3. Morale Makeover: Ditch generic company events! Imagine virtual gatherings tailored to your "house," fostering connection and boosting participation. 4. Performance Reviews Get Personal: Reviews become more meaningful when they consider your personal values. Crave learning? Goals can focus on skill development (Ravenclaw style!). 5. Dream Teams Assemble!: By understanding your value-based "house," companies can create perfectly matched project teams, boosting efficiency and reducing turnover. 6. Growth Mindset: Just like in Hogwarts, your "house" can be re-evaluated. This allows for growth and ensures you're always in the right environment to thrive. Ready to ditch the one-size-fits-all approach? Let's embrace a more personalized work experience! Hero Enterprise Hero Insurance Broking Hero Realty Private Limited Hero Homes Hero Steels Limited Serendipity Arts Foundation BML Munjal University #workplaceculture #values #careerdevelopment #talentmanagement #inspiredbyharrypotter

❗Starting a new role? Check out our tips to make your first day a great one! ☎️ 0800 178 233 (1STAFF) 🌐 https://lnkd.in/gAeKvTH #SafetyFirst #HealthandSafety #OneStaffSafetyFirst

A lot of employees feel that when they are tired of their role they need to leave the company. Sometimes this is true - they may have outgrown their role, team, or the organization in general. But not always. Sometimes they just need a new challenge within the company to reinvigorate them and let them bring a new version of themselves to the table. As someone who has worked with many clients that quit their job and started a business - or checked out because they realized the company no longer helped them get where they wanted to be, this playbook is a game changer! How can you squiggle and stay - while still feeling fulfilled and appreciated?

It has been amazing to be part of this. If you are interested in supporting internal mobility in your organisation, check out the playbook below!

💸 If you're not with us, are you really getting to the bag though? At HIG, our #independent #agents enjoy level #commissions and residual payouts that keep the income flowing. Maximize your potential and see your hard work pay off, month after month. Join the HIG family today and start reaping the rewards! Comment the word “Partner” to learn more about how we can help you reach the next level. 📈💼 #IndependentAgent #EarnMore #JoinHIG #LevelCommissions #ResidualIncome

As a business owner, I have always been an advocate for people broadening their horizons and moving on to greener pastures. 👌 The way I see it, if someone uses the experience they have gained with us to make their next great career move, that’s a win for us, too. At Lform, we have a long-standing tradition of celebrating with a group dinner when an employee leaves. I recently stumbled across this picture of a night out to say farewell to Jimmy Hong, our former Art Director, back in 2015 as he was leaving us to move into a sales position. Jimmy is Korean, and chose Korean BBQ for his leaving dinner–which I’d never had before, and which was delicious. Afterwards, we went out for karaoke. Those of us who were there still remember and talk about that night out at Lform. Because we might be colleagues, but we are also friends, and the fun we have together is just as important as the things we achieve in the office. 🤝 As a business owner, your employees’ success is your success. That’s why you should take the time to celebrate it, even if it means that their path takes them in a different direction. How do you celebrate when your employees leave for a new opportunity? 🤔 #EmployeeGrowth #TeamTraditions #CareerMoves #FarewellCelebration