P Diddy once said it's all about the Benjamins. For those unfamiliar with street slang, he was referring to the $100 bill, so named for featuring the face of politician Benjamin Franklin. For bling king Diddy, it possibly really is all about the money. You can bet he doesn't have a CSR programme for his staff.
Tomorrow, Redhouse Lane has its AGM. OK, we don’t actually call it an AGM, but it happens annually at the end of every financial year and, in general, it’s a meeting.
Everyone in the company will gather together to look at the year ahead and reflect on our highlights and the financial figures from the previous 12 months.
As for many of our clients – for whom financial results are a significant factor in how they are judged by their customers, the industry and the press – the numbers that follow the pound signs are not something we will skip over lightly: work we’ve won, what we’ve spent, what we’ve spent it on, etc. etc.
Likewise, the quality of our core work, the "bread and butter", will be reflected upon – how innovative we are, how we’re doing things differently and better, how we’re working efficiently, and what we’re doing to make our clients realise they wouldn’t get this kind of service anywhere else.
However, there are other causes for celebration besides income and output: the kind of incidental achievements – mini triumphs, let’s call them – that not every company applauds in its end-of-year wrap-up.
As part of tomorrow’s presentations, I’ve been recalling Redhouse Lane’s year. The variety of our creative work is truly impressive, but other highlights include the launch of our vegetable garden, the start of our support to a community-based youth action project, and our Investors in People re-accreditation.
These things might seem like mere addendums, the kind of things a company does if someone has time to sort out the paperwork and will just get off their arse and do it. It’s easy to scratch your head and wonder why bother doing something that doesn’t directly make you money.
Whether it’s a major CSR campaign or simple employee perks, these things create companies that people want to work for. The little things help retain good employees who will progress their careers with your organisation and not take their valuable skills to a competitor that makes "the day job" that bit more interesting.
These activities are differentiators. To new talent, these extras could be the key factors in choosing between you and another company; among customers and your peers, they build reputation.
Of course, everyone wants to know the company they are working for is thriving financially, but, often, employees will equally appreciate a leadership team that recognises that there are different ways to contribute.
29 April 2010
A message to P Diddy
P Diddy once said it's all about the Benjamins. For those unfamiliar with street slang, he was referring to the $100 bill, so named for featuring the face of politician Benjamin Franklin. For bling king Diddy, it possibly really is all about the money. You can bet he doesn't have a CSR programme for his staff.
Tomorrow, Redhouse Lane has its AGM. OK, we don’t actually call it an AGM, but it happens annually at the end of every financial year and, in general, it’s a meeting.
Everyone in the company will gather together to look at the year ahead and reflect on our highlights and the financial figures from the previous 12 months.
As for many of our clients – for whom financial results are a significant factor in how they are judged by their customers, the industry and the press – the numbers that follow the pound signs are not something we will skip over lightly: work we’ve won, what we’ve spent, what we’ve spent it on, etc. etc.
Likewise, the quality of our core work, the "bread and butter", will be reflected upon – how innovative we are, how we’re doing things differently and better, how we’re working efficiently, and what we’re doing to make our clients realise they wouldn’t get this kind of service anywhere else.
However, there are other causes for celebration besides income and output: the kind of incidental achievements – mini triumphs, let’s call them – that not every company applauds in its end-of-year wrap-up.
As part of tomorrow’s presentations, I’ve been recalling Redhouse Lane’s year. The variety of our creative work is truly impressive, but other highlights include the launch of our vegetable garden, the start of our support to a community-based youth action project, and our Investors in People re-accreditation.
These things might seem like mere addendums, the kind of things a company does if someone has time to sort out the paperwork and will just get off their arse and do it. It’s easy to scratch your head and wonder why bother doing something that doesn’t directly make you money.
Whether it’s a major CSR campaign or simple employee perks, these things create companies that people want to work for. The little things help retain good employees who will progress their careers with your organisation and not take their valuable skills to a competitor that makes "the day job" that bit more interesting.
These activities are differentiators. To new talent, these extras could be the key factors in choosing between you and another company; among customers and your peers, they build reputation.
Of course, everyone wants to know the company they are working for is thriving financially, but, often, employees will equally appreciate a leadership team that recognises that there are different ways to contribute.
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