Slides used at the Manchester Alumni Meetup on 1 May 2019. Theme: Employee Engagement and Experience Speakers: Aaron Saxton, UKFast Shad Shami, Exchange Utility Louise Marshall, Brother UK

2. 2
Aaron Saxton
Director of Education
UKFast

3. 3
Shad Shami
Head of L&D and Sales Operations
Exchange Utility

4. Engaging Staff through
Coaching

5. Coaching Program - Rationale
• Rapid growth
• Staff retention
• Underachievement
• Lack of confidence and motivation
• Empower our Sales Coaches

6. Coaching Program - Development & Delivery
• Pre-course questionnaire
• Focus on
- Establishing a structured coaching session
- Creating and establishing a coaching culture
- Following the GROW model
- Live coaching observations
• Modular based

7. The Coaching Program – Outcomes
£-
£2,000.00
£4,000.00
£6,000.00
£8,000.00
£10,000.00
£12,000.00
£14,000.00
£16,000.00
£18,000.00
£20,000.00
Jun-17 Jul-17 Aug-17 Jan-18 Feb-18 Mar-18
RevenueperMonth
Performance Month
Focus 5 Individuals - Performance Before and After Coaching
Carl Sweeney
Nicolle Taylor
James Hovington
James Agoston

8. The Coaching Program – Outcomes
£-
£5,000.00
£10,000.00
£15,000.00
£20,000.00
£25,000.00
£30,000.00
£35,000.00
£40,000.00
£45,000.00
£50,000.00
Jun-17 Jul-17 Aug-17 Jan-18 Feb-18 Mar-18
RevenueperMonth
Performance Month
Total Revenue Achieved (Monthly)

9. L&D Ongoing Initiatives/Successes
• Pro-active coaching requests
• Lunch & Learns
• Monthly product quiz
• Bite-sized learning videos
• Continuing up-skill sessions
• Strategic business partner
• Over £750,000 generated via L&D/Coaching initiatives

10. Thank You

11. 11
Louise Marshall
Director of Infrastructure and Shared Services
Brother UK

12. The Employee
Engagement Toolkit and
its impact on L&D

13. Peopleandpotential
Building a fit for purpose business
Secure
revenues
Business
Transition from a
printing-focused
business to a
portfolio-based
multi-business
enterprise.
Speed and
systems
Operational
Reinforce customer
value creation
capability for the
future by optimising
limited resources
and focusing on
efficiency.
Right
people
Talent
Cultivate the next
generation of
leadership talent in
the context of
Brother’s unique DNA
and optimise talent
deployment across
the group.
Right
culture
Employee Engagement Toolkit
Businessmodel
Coststructure/organisation/systems
Transformed
Fit for purpose
Trust & Respect
Ethics & Morality
Challenging Spirit & Speed
Global
PRIDE
TEAM
At Your Side
Local

14. Talent transformation
“Cultivate the next generation of leadership
talent in the context of Brother’s unique DNA and
optimise talent deployment across the group.”
Learning & Development (L&D) strategy
• Equipping the right skills for the future
Talent mapping and career planning
• Retaining and recruiting top talent and sales
professionals.

15. Organisational purpose
"To help people and businesses, be more
successful, more quickly”
At your side

16. Aligned success

17. Why continuing L&D matters
Subtitle here
Long term survivalCross functional knowledge
Deep expertise
• How a business survives the knocks
• Prevents ‘silo’ thinking
• Builds ‘can do’ culture
• Promotes challenge.

18. Creation of structured L&D
programme
Subtitle here
• Development of an Employee Engagement toolkit to improve access to L&D,
appraisals, job specifications, performance (including commissions and
PRIDE), expenses and inductions.
• Leadership Development Programme (2018/19)
• Association of Professional Sales Accredited Organisation (Investors in Sales)
Level B 1800
Compulsory BUK
training - BIL
surveys, etc..
Hours of CPD -
Work Time
Hours of CPD -
Own Time
Hours of
Community
Engagement
Activity (Work
time)
Total
Annual
Hours
Level C
Hours
Per
Month
Days Per
Annum
Hours of CPD -
Work Time
Per
Month
Hours of CPD -
Own Time
Hours of
Community
Engagement
Activity (Own
time)
Total
Annual
Hours
Level D
Total
Annual
Hours
B+C+D
Hours
Per
Month
Days Per
Annum
Annual
0 5 24 10 0 34 2.8 4.5 24 2.0 12 36 75 6.3 10.0 4.2%
1 5 24 10 0 34 2.8 4.5 24 2.0 12 36 75 6.3 10.0 4.2%
2 5 24 10 0 34 2.8 4.5 24 2.0 12 36 75 6.3 10.0 4.2%
3 5 36 0 0 36 3.0 4.8 20 1.7 20 61 5.1 8.1 3.4%
4 5 12 10 4 26 2.2 3.5 20 1.7 22 53 4.4 7.0 2.9%
5 5 18 1.5 2.4 20 43 3.6 5.7 2.4%
6 5 18 1.5 2.4 20 43 3.6 5.7 2.4%
7 10 18 1.5 2.4 28 2.3 3.7 1.6%
20
18 20
18
Grade
Level C Level D
Man/ExecRank
Non-Man/Exec
Rank
18

19. Offering total optimisation
2018:
• 726 level C courses
• 442 level D courses
Total spend £88,994
2017:
• 407 level C courses
• 193 level D courses
Total spend £101,813.20
L&D focus:
• Digital skills development
• Leadership development
• Sales training
• Soft skills training
Courses undertaken
B: 1,505 C: 726 D: 442 CE: 399
From
01 Jan 2018
To
31 Dec 2018
Prior to implementation of the EE Toolkit, there was a considerable
amount of time and effort taken to monitor L&D to maximise the
talent within BUK.
The toolkit, provides a simple dashboard for managers to be able
to have a clear view of employee performance and identify any
skills gaps for future development.

20. Colleague retention
– EE toolkit
Each person now has clear and simple access
to their current and completed L&D activities,
and easy completion of training reviews.
Line Managers can approve requests simply
and remotely, without the need for manual
paperwork.
Centralised control of budget approval and clear
understanding of ongoing development, and
recommended courses.
Full demo of toolkit available

21. Colleague retention – EE toolkit
The toolkit also manages all colleague appraisals, including:
• Company objectives
• Team and individual objectives
• Job descriptions
• Competencies
• Key tasks
It also holds key HR related information like:
• Commission schemes
• Policy documents (with the functionality to “read and accept”)
Future development may include:
• Expenses management
• Absence management
• Incentive schemes
• Employee satisfaction surveys
• Induction and onboarding.
Key is accessibility, visibility and ease of reporting

22. Building a platform
(digital and personal)
Top talent
1. Can choose the employer they want to work for
2. Want to be grown and developed
3. Want a culture where they are valued and nurtured
4. Want to be amongst other successful people
5. Want purpose in their lives.
Brother UK
1. Are now considered one of the top employers in the UK
2. Are regionally and nationally recognised
3. Now have a pipeline of top talent wanting to join us
4. Have put L&D at the foundation of our long term growth
5. Have a cohort of colleagues who have committed to
developing themselves to the best they can be.

23. L&D – we now have total visibility of all
spend on L&D and are able to manage the
annual budget quickly and efficiently.
We have been awarded with a Princess
Royal Training Award two years running,
showing outstanding achievement in our
L&D Programme, which is based on the
outputs from the app that has been
developed.
Quality improvement

24. Old process (pain point)
• Paper based
• High touch by HR
• Manual reporting
• Appraisal to completion rate – 75%
• Job spec completion rate – 85%
• Paper usage 18,000 sheets
• Recruitment costs p/head - £3,666
• Man hours in process (1.5 heads).
Summary

25. ‘Having a healthy mind is
just as important as having
a healthy body.’

26. At Brother UK we are committed
to ensuring our employees are
‘Happy, healthy and engaged.’
We have a long standing programme that has
continued to grow year on year, assisting and
encouraging good mental health.
Learning and development
• Soft skills
• Resilience training
• Creating an adaptable and flexible workforce
• Building academic skills.
Community engagement
• Indirect impact on mental health
• Motivated and inspired work force
• Promoting a positive mindset
• Unique experiences away from the office.

27. “I’ve found the Neuro-linguistic programme
particularly useful when applying to my
communication styles, in that I now flex dependent
on my audience – I have noticed improved
audience engagement as a result.”
Stuart Maclean,
Head of Corporate Planning
“Brother UK not only work with The Growth
Company to develop their own workforce; they are
also committed to work side-by-side with us to
support organisations across the North
of England to continuously improve. Brother UK is
an inspirational organisation that demonstrates true
community engagement through sharing best
practice and opening their doors to allow others to
see how they lead, manage and develop their
people. We are proud to work closely with them.”
Kathryn Walker,
Head of Business Development,
The Growth Company

28. Thank you.
Any questions?