Category: News

Garden Office

Are Garden Offices the Future for the UK Workforce?

Posted on | by Akeela Zahair

When it comes to our work life, the COVID-19 pandemic impacted all our lives in one way or another. For those in occupations were working from home is possible, this became the new norm in 2020 and still continues in 2021. But as we see life gradually return to normal, many of us are keen to get back to the office and away from the confines of our home. With this said, reports suggest that the pandemic has shown many businesses that having employees work from home comes with many financial and physical benefits attached, raising the question of if remote working will be the new norm in the future.

However, who is to say that working remotely is limited to the same four walls of our living room? With remote working in question, we discuss the rise in the garden office trend and look at whether these are gradually shaping the future of the working world.

 

What is a garden office and why have one?

Garden offices, also referred to as garden rooms, are a separate building detached from your main home and are designed to create a comfortable and professional space for work. Other than helping to create a divide between your home and office life, garden rooms can be transformed into a quiet and tranquil place to escape to – especially when the UK’s lockdown rules have limited us to the same four walls of our home.

Recent search data collected between April 2020 and April 2021 finds that garden office-related terms have dramatically increased in popularity. The term ‘garden office shed’ increased by 200 per cent, along with the term ‘garden office pod’ increasing by 180 per cent, proving many people have taken an interest in the garden room trend.

So, why invest in a garden office? There are many reasons why remote workers are opting for this over their main home as a place to work, and here, we discuss a few of them.

 

Travel time is reduced

It’s a given that working from your garden saves both money and time on commuting. No one likes spending time stuck in traffic or dedicating an unnecessary amount of money towards fuel every month, so with home working both of these can be avoided. It even benefits the environment too!

 

A better work and home life balance

Sometimes, having a structured working hours schedule gets in the way of our life outside of work. Although jobs should always be set as a priority, garden offices allow us to be more flexible when it comes to balancing work life with our home one. For those with children especially, spending as much time with them as you can and being part of their everyday life is something every parent wants. So, working from your garden makes this easier to do, unlike working from an office.

 

Office gossip is avoided

Anyone who has worked in an office environment before will know that sometimes it can be difficult to concentrate on a task with numerous other conversations going on around you. From catch-ups in the kitchen to phone calls being made every few minutes, it’s not always easy to focus with so much going on around you. With garden offices, however, all of this can be avoided, helping you do each task to the highest of quality in a shorter amount of time.

 

Garden office Inspiration: where to start

Now, the question is, where do I start? Data suggests that one question on a lot of people’s minds is how much it will cost, with the search term ‘garden office cost’ increasing by 200 per cent between April 2020 and April 2021. To answer this question, the average cost to create a garden office can vary between £5,000 and £25,000. Although this is quite a hefty sum of money to spend on a space, in the long run, this can add an incredible amount of value to your home – between five and seven per cent to be exact.

So, if you’re in need of some garden office inspiration, take notes of these top tips on how to save money in the process.

 

The foundations

For those who have a family member or friend who is in the building trade or knows someone who is, shopping local for a construction business can not only help support local businesses, but save you money too. As for the basic materials that are needed at this stage, such as concrete plates, bricks, and other materials for the frame of the structure, make sure to have a look around for the most cost-effective suppliers. The likes of Gumtree and Facebook marketplace are a good place to start!

 

Interior design

This is where the fun part begins. When it comes to designing your garden office so that it never gets boring to look at, now is the time to get creative. Firstly, decide on a theme. Since it is your own personal space, think about what kind of things make you happy and use that as the catalyst behind some interior inspiration. Perhaps you have an eye for bright and vibrant furniture pieces, or maybe you have an interest in knitting your own throws or cushion covers. Alternatively, you could opt for a particular sport-theme you enjoy – whatever it is, pick a theme and add a personalised twist to your garden room.

Since this is the most creative aspect of the process, there is one main activity that can help you cut costs in the design stage: DIY. Platforms such as YouTube are full of easy-to-follow guides on how to DIY everything from building a bed frame to making an entirely new room. Of course, some work might require the help of a professional depending on what it is but assessing what could be done yourself helps to cut costs.

 

The final finishing touches

After the main interior work is done, the final finishing touches need to be added. Other than the additional home décor that you choose to buy or make yourself, the exteriors of your garden office can also be enhanced with some creative flair and make it the centrepiece of your entire garden.

What better time to invest in some gardening work than after building a garden room? Framing your garden room with an array of vibrant flowers and plants can help bring your space to life. Moreover, you could also purchase a variety of solar-powered lights suitable for outdoor use and create a cosy night-time setting to relax in after work. This can be a relatively inexpensive task too. All you need is a few garden tools and some seeds for your chosen flowers and shrubs. Compost Direct have a handy soil calculator, to help you figure out much soil you’ll need for the borders around you garden room.

 

The future of working from home remains unclear. However, one thing we do know is that garden offices continue to be an interest the nation shares, and they don’t seem to be going anywhere anytime soon.

Creative Team

Empower and Engage: The Key to Developing Your Team in Innovative Companies

Posted on | by Akeela Zahair

When employers are looking to build up a team for an innovative project, they can often fall into the trap of looking for someone new rather than realising the potential of their current workforce. It is often the case that the person who shouts the loudest is assumed to have the most creative ideas. But what if you’ve got some hidden gems amongst your workforce that are going unnoticed? According to Greg Satell, and international keynote speaker and author of Mapping Innovation, to build a successful, innovative team, “you need to start by empowering the people already in your organisation. But to do that, you need to take responsibility for creating an environment in which your people can thrive.”

Empowerment and engagement are the fundamentals of successful team development. So, let’s find out how you can help your team to feel inspired and get creative.

 

Communication is key

In order to come up with some exciting ideas, your employees need to feel confident and comfortable in expressing their thoughts. Regular communication will keep employees in the loop and encourage them to speak up, knowing that their voices will be heard. Who knows, you might already have dozens of creative and innovative ideas bubbling in the minds of your employees. Without establishing clear and regular communication, however, these ideas could be lost.

 

Value individual skill sets

Any well-oiled creative team will be made up of people with a variety of skillsets. How will your team grow if everyone thinks in the same way, after all? In successful innovative companies, differences make a team stronger. What’s more, people are normally far more creative and engaged when they’re working on something that they’re interested in. As a leader, it’s important to listen to your employees, find out more about their skillsets, hobbies, and passions. This way, you’ll be able to match your employees to the projects that they’re most interested in, and their performance is sure to impress you!

 

Establish a creative environment

While some people may seem creative at face-value, others might need a little encouragement. Often, how creative and innovative you feel can come down to your environment. Of course, if your company is currently operating remotely, this is easier said than done!

Send around some pointers to your team to help them keep creative in their own home. One idea is allowing some flexibility in your work schedule. This way, your team members can get out on walks or take breaks if they’re feeling particularly stagnant. Taking a step away from the laptop and enjoying a breath of fresh air is a great way to help you feel more creative.

If you’re working from the office, there are plenty of ways in which you can construct a more creative atmosphere. Simple things like decorating your office with creative colours, having some uplifting music on in the background, and getting the lighting just right can all contribute to creating a comfortable work environment. This is essential for successful innovative projects.

 

Try some team-building

There’s nothing like a spot of team-building to bring your workforce closer together and help empower them. Often, the office can become uninspiring, no matter how much of a creative space it is. Employees can feel stuck in a rut of nine-to-five days and need something fun to break up the monotony and hit the refresh button. Off-site meetings and activities are a great solution for this. They will help your team to see things in a different light and perhaps look at a project from a new perspective.

If your workforce is currently remote, this may seem more difficult. However, online team-building activities such as quizzes or a games night are still great for lightening the mood and reducing stress amongst your workforce.

 

Set goals and show appreciation

To establish an innovative team, it is essential that your workforce feels motivated and appreciated. Setting goals and holding regular reviews and meetings are both key parts in this. Through goal-setting, your employees will feel appreciated on an individual level. They will also always have something inspiring to work towards. What’s more, members of your team may have some great ideas about how to improve the business, but they might not think to voice them unless you go to them. A regular catch-up with your team members allows for productive one-to-one discussions. For some people, this might spark creativity more effectively than a group meeting.

Innovation can come from the most unexpected places – it just sometimes needs a bit of friendly encouragement! Try out some of these tips and watch the creativity in your team flourish.

Workplace exclusion

Over 50% of Remote Workers are Worried About Workplace Exclusion

Posted on | by Akeela Zahair

Thanks to COVID-19, remote working has become the ‘new normal’ for many workers across the globe. While many profess to prefer this way of working, the impending re-opening of offices and a gradual return of many colleagues to the 9-5 , is causing increasing anxiety to those who will remain almost, or entirely working from home.

A new study of over 1,000 employees, conducted by Business Electricity Prices has revealed that a whopping 53% of remote workers are worried about being left out of in-person team meetings and other activities that take place in the office.

While over a third of home working employees have fears about being overlooked for promotions and pay rise opportunities in favour of people who actually work in the office.

There are clearly two key issues here that employers need to address. The first is the anxiety stemming from feelings of exclusion, and the second is the worry and concern that they will be overlooked professionally.

While the first may seem like a harmless case of FOMO (fear of missing out), feeling isolated and lonely has serious implications on both physical and mental health. One study revealing that loneliness can actually increase the likelihood of mortality by 26%!

 

Remote Workers’ Plight: How Exclusion Can Impact Mental Health

Beyond the potential physical harm caused by long stretches of loneliness, a feeling of exclusion can create or exacerbate a number of mental health conditions, like anxiety and depression.

Despite the comfort that working from home can bring, remote workers are susceptible to feeling disconnected and excluded, owing to the lack of face-to-face interaction and the casual ‘water-cooler’ talk that usually breaks up a normal working day and offers brief periods of respite and relaxation to staff.

Matt Bradburn, the co-founder of London-based People Collective, conducted an internal survey and discovered that 70% of his network were experiencing social and mental health issues, as well as feelings of loneliness. Many workers claimed to want to return to the office as a result of this.

A sense of togetherness is important whilst working. However, this comradery can be difficult to establish when some employees are working remotely.

Off-site workers regularly miss out on social interaction with colleagues, like group lunches and team building activities.

And what about those who have started a new job whilst working remotely? These workers are likely to find it especially hard to build relationships having never officially met other team members before.

If there’s one thing that the pandemic has taught us, it’s the importance of relationships, inside and outside of work.

It’s therefore important for employers to ensure that efforts are made to make all workers feel included, even if they aren’t physically present in the workplace. Not only could this be beneficial for their mental health, but it could also help to boost productivity.

 

Remote Workers and Feelings of Inadequacy

There is a common misconception regarding productivity and working from home. In the past, bosses have been reluctant to allow remote working due to fears that it would negatively affect staff’s work rate.

While these fears have been significantly reduced since the pandemic, with two-thirds of employers reporting that productivity has increased for remote workers compared to in-office workers, this has not necessarily filtered down into a feeling of security for employees.

Many remote workers cannot help but compare themselves to in-office colleagues and feel the need to work harder since management cannot physically see the energy they’re expending.

This feeling of inadequacy compared to in-office staff, directly bleeds through into anxieties around job security and abilities to progress within the company.

A study conducted by Indeed revealed that 37% of remote workers believe that working from home can lead to reduced visibility and less access to company leadership.

According to Business Electricity Prices, this translates into one in three people (35%) worrying that they may be overlooked for pay raise and promotion opportunities in favour of those who always work from the office.

 

How Can Employers Help Remote Workers?

Research has revealed that 46% of employees feel that the most successful managers check in frequently and regularly with remote employees.

A further 39% of workers stated that they feel a greater sense of belonging when their colleagues check in with them and enquire about how they are doing, personally and professionally.

The data suggests that communication is key when attempting to get remote workers more involved, both on a personal and professional level.

As an employer, you’ll need to be willing to put in some extra effort to communicate with out-of-office employees. You should also encourage other members of staff to do so.

Thanks to applications such as Microsoft Teams, Zoom and Slack, having team meetings and frequent check-ins is fairly simple, however management needs to ensure that communication is maintained and encouraged so that digital bonding and engagement doesn’t peter out.

Making time and creating a space for non-work-related or light-hearted conversation is important for maintaining morale and promoting interpersonal work relationships. A professional way of doing this is to create a daily news channel, where employees can share funny or relevant news articles.

To improve communication further, employers should ensure that any physical meeting minutes are taken and distributed to all relevant employees, to maintain transparency and keep remote workers in the loop.

Of course, there’s only so much team building that can be done virtually. To boost colleague relations and create a more integrated workforce, you should aim wherever possible, to have face-to-face catch ups at least quarterly and ideally monthly (when COVID restrictions permit you to do so).

These meetings don’t necessarily have to be formal, or even about work. A group dinner or a simple coffee shop catch up can help to make remote workers feel more part of the team.

All in all, improving communication between remote workers and in-office employees can not only help to keep them in the loop, but it could also make them more comfortable in their job. This could make them more willing to voice their concerns should any issues arise.

When an employee is comfortable and content in their role, they are less prone to stress, anxiety and other damaging mental health issues.

With double the number of people expecting to work from home 5 days a week post-pandemic compared to the amount pre-pandemic, it is clear that worklife conventions are changing.

It’s key for all employers to ensure that their workforce adapts with these changes, as this will help them safeguard the wellbeing of their staff, and ultimately improve the success rate of their business.

Back to Office

Seven-in-ten Workers Feel Optimistic About Returning to Work As UK Opens Up

Posted on | by Akeela Zahair
 
  • 71% of workers said that the rollout of the vaccine made them optimistic about returning to work as normal, up from 50% after November’s lockdown
  • 75% of workers said they would be comfortable to take a Covid-19 test before returning to the workplace; only 7% said they would feel uncomfortable with being tested
  • 80% of employees who have been working or furloughed feel confident that their workplace is safe, and employers have standards that they meet to keep employees and public safe
  • 64% of employees who have been working or been furloughed said the vaccine will make them feel safer at work; only 13% have concerns about their health and safety in the workplace relating to coronavirus

As pubs, shops and other workplaces re-open this week, the success of the vaccine rollout has helped workers feel much more optimistic about their return to work than they were following November’s lockdown, according to Aviva’s research of more than 2,000 employed adults across the UK.

Aviva’s third Employee Back to Work Index shows that 71% of workers surveyed agreed that the rollout of the vaccine made them optimistic about returning to work, compared with 50% after November’s lockdown who said that news of a vaccine gave them optimism about returning to work. Two-thirds (64%) of employees surveyed said the vaccine will make them feel safer at work.

Another piece in the puzzle of opening up safely is regular testing of workers for Covid-19. Aviva’s research shows that three-quarters (75%) of employees would feel comfortable to be tested for Covid-19 in order to work. Only 7% of employees said they would be uncomfortable with such a requirement.

Aviva’s Employee Back to Work Index comes as the UK takes its next steps out of lockdown, and captures the attitudes of full-time or part-time employed adults working in a wide variety of industry sectors across the UK on their feelings about their health and safety in the workplace.

 

Returning to the workplace – safely

Businesses have had to adapt at pace in the face of continually changing Covid restrictions. In some instances, this will mean that operations have fundamentally changed, including the role of employees in carrying out their duties. Aviva’s survey found that 23% of employees surveyed said their job had changed as a result of new business operations due to Covid, but that they were not offered any training on their new role, compared to 11% who said their job had changed and they had been offered training. 

Likewise, employees who have been absent from the workplace since the beginning of the January lockdown could benefit from refresher training. Overall, 60% of employees surveyed who had been off during previous lockdowns said that their employer had not offered them refresher training to ensure they are able to continue to do their job safely.

 

Homeworking

Working from home looks set to stay for many employees. Of those employees surveyed that are currently working from home, 40% said that after lockdown restrictions have ended, they will split their time between home and their usual workplace, while 30% said their employer has told staff that they should continue to work from home. Just one-in-four (24%) said their employer expects all employees to return to the office on a permanent basis after pandemic restrictions ease.

Only 52% of employees surveyed who have been working from home said their employer had taken steps to ensure their home office is set up safely to prevent injury or strain. However, 40% of employees said their employer had not taken any steps to make their workstation safe, potentially putting them at unnecessary risk of injury. Employers should ask employees to complete a homeworking assessment and if the employee is likely to continue working at home into the longer term, then more rigorous assessments might be required.

 

Cyber risk not being addressed

Working from home has also increased the risk of a cyber attack. As Covid forced businesses to work remotely and – increasingly, digitally – cyber attacks increased, with 46% of UK businesses reporting a cyber breach or attack in 2020. However, Aviva’s survey found that just under half (48%) of employees working from home said their employer did not take any steps to reduce their cyber risk.

 

What risks do you face as you come out of lockdown?

Aviva asked workers what risks they believe they face as they come out of successive lockdowns. Workers could choose multiple responses. While it is positive to see the gradual increase in the proportion of workers saying ‘there is no biggest risk’ (now at 26%), there are still a number of workers who are concerned about Covid-19, and a significant and growing number of workers who say lockdown has impacted their mental health. 

 

What risks do you face as you come out of lockdown?

June 2020

Nov 2020

March 2021

My health – I worry about catching Covid-19

27%

34%

31%

My mental health – the changes under lockdown have affected my happiness

12%

26%

27%

There is no biggest risk to me as we come out of lockdown

18%

21%

26%

My safety – I worry about how a change in work processes to maintain social distancing will affect my safety at work

14%

23%

24%

My job – I worry about being made redundant

18%

24%

18%

My safety – being off work for so long means I am more likely to get injured at work

4%

11%

11%

Chris Andrews, Director of Aviva Risk Management Solutions, said, “The vaccine rollout has had an enormous benefit to employee confidence in returning safely to the workplace. Our research found that 80% of employees who have been working or furloughed feel confident their workplace is safe and that their employer has standards that they meet to keep employees and the public safe. This is a significant, positive step in our journey back to working normally.

“There are, however, a number of risks that businesses must address to ensure that the return to the workplace is wholly successful. Training for employees who have been off work for some time is essential to reduce the chance of injury upon return. Likewise, those employees whose jobs have changed as their business has adapted to Covid restrictions should also receive training on their new ways of working. And if working from home becomes the norm, employers need to do more work to ensure their employees are safe at home and have the appropriate tools and environment to work effectively.

“Businesses also really need to consider how they can protect their organisation from cyber attacks while their employees work from home. Cyber attacks come in many forms, and increasingly target employees through phishing and social engineering fraud. It’s clear from our research that more needs to be done to help employees understand and identify the various forms of cyber attacks while working from home to protect the business.”

Covid office

Business Lessons We Must Have Learnt From the Pandemic

Posted on | by Akeela Zahair

Over a year on from the start of the pandemic and as lockdown is slowly lifted, many changes in the way we operate business are most likely here to stay, but what lessons do we need to ensure we have truly learnt from the pandemic? Thom Dennis, CEO at Serenity in Leadership, looks at what we need for a new healthy business lens.

 

  1. Measure output not hours. Many businesses have been measuring productivity through the number of hours put in. The pandemic has taught many of us that it matters less how long it takes for someone to do a task and more that they get the job done effectively. Self-employed and small business owners have been working successfully in this way for decades.

 

  1. Know and show your people are your most important asset. Treat all colleagues with compassion, respect and gratitude, and in return they will show loyalty and work hard. Showing your workforce that you appreciate them will increase job satisfaction which will in turn maintain staff retention rates, boost productivity and morale.  

 

  1. Global without travel. Whilst the pandemic has put a stop on most international and domestic travel, businesses have never worked more globally thanks to working remotely, video and audio conferencing, chat, webinars, and social media. These solutions are a far more cost and time effective and ultimately productive way to work as long as they aren’t depended upon entirely – human contact still has an important part to play, particularly for promoting creativity and innovation. Whilst borders are almost closed, global reach has never been more possible.  

 

  1. Inclusion is an absolute, not a tick box. Countless times in the last year we have seen huge national and global movements standing up for what they believe in despite the pandemic. A business that sees the importance of diversity and inclusion of different races, gender, ethnicity, sexual orientation, age, physical abilities, religion and socio-economic status, and celebrates those differences, creates an environment where people feel comfortable to be themselves, bullying and harassment are absent, and people thrive.

 

  1. Promote health sustainability. The pandemic has made us understand how important but fragile our health and wellbeing is. Reconceptualising health policy is vital. Don’t just follow the guidelines, go over and above. Find out what your employees need, and bear in mind that individuals may well have contrasting needs. Be clear about the importance of physical and mental health.

 

  1. Promote a speak up culture. Open communication is key to combating systemic problems at work, such as bullying. Where possible, remind colleagues to share their feelings and troubles at work, and be a role model in this way. Be empathetic, actively listen and show care for their wellbeing to help your employees to speak up and feel that they are truly being heard.

 

  1. Trust, don’t micromanage. With employees having to work remotely, companies have been forced to place their trust in their staff more than ever before. Micromanaging your workforce damages employee trust, leads to burnout and increases employee turnover rates. Trust is key to all aspects of business success including employee retention, loyalty and increased engagement, productivity and empowerment.

 

  1. We are not in the office but relationships matter. Even if we are physically not in the same building, an absence in communication or the social side of working as colleagues is damaging.  Making the effort to reach out to support colleagues, work collaboratively and maintain relationships will help keep the company thriving, encourage creativity and keep morale at a high.

 

  1. Flexibility and agility are vital. Flexibility increases staff wellbeing and job satisfaction. Giving your employees the option to choose their ideal schedule and setting within reason, allows leaders to show they understand and care that we all have additional important personal commitments and responsibilities. People also work better at different hours of the day – don’t we want them to work when they are most productive? Having internal procedure in place to acknowledge we don’t have to all be “at work” at the same time will benefit the business in terms of employee experience, innovation and ultimately growth. 

 

  1. Place importance on work / home life balance. Burnout is a real problem. During the pandemic it has become worse for many, particularly for mothers who work, but the forced circumstances also highlighted to many what they aspire to and what is important to them. Act decisively on changes that need to be put in place, consider the different spaces, circumstances and equipment people have at home. Working from home was put in place as an emergency solution but is here to stay in one format or another.
Green technology

How Made Smarter Manufacturers are Using Technology to Save Pounds and the Planet

Posted on | by Akeela Zahair

SMEs are finding economic and environmental success through the technology adoption programme

 

SME manufacturers supported by Made Smarter are using technology to save pounds and the planet. Businesses working with the technology adoption programme are investing in new machinery and digital tools to make their buildings, equipment, manufacturing and transport processes more efficient, use less energy, and produce less waste. Additionally, some manufacturers are supplementing this with measures like switching to LED lighting in their factories to slash electricity bills; and investing in renewable energy sources and biomass boilers to power their plants.

As a result, manufacturers are reducing costs, boosting profit margins, and increasing competitiveness, helping them navigate the impact of the Covid-19 crisis, and paving a path to recovery and growth with a new resilience. The 187 technology projects supported by Made Smarter are forecast to deliver an additional £147.8M in gross value added (GVA) for the North West economy over the next three years. The drive towards a more sustainable approach to manufacturing is reducing the businesses’ carbon footprint and impact on the environment, helping the UK achieve its ambitious net zero target by 2050.

 

Donna Edwards, North West Adoption Programme Director at Made Smarter, said: “Climate change can no longer be ignored. The manufacturing industry, together with the transport and storage industries, produce 15% of the UK’s greenhouse gases.

“Manufacturers are facing pressure to become more sustainable from their own employees, customers, the government, investors, and wider communities. 

“Technology has played an incredibly important part in enabling businesses to navigate the pandemic and recover. There is no doubt that digital tools are also key to addressing the challenge of decarbonisation and help the UK achieve its net-zero aim.

“Digitalisation offers a huge opportunity for manufacturers to deliver operational efficiencies, decarbonise heat and power, optimise design and materials, and improve logistics and transport, benefitting their business, their bottom line and the environment.

“It is encouraging that so many Made Smarter supported manufacturers have started this journey and found the sustainability sweet spot between these economic, social, and environmental goals.”

 

Creative Apparel, a Stockport based clothing manufacturer, has ambitious plans to build a new state-of- the-art factory combining renewable energy sources and full digitalisation where a central IT system drives and measures smart machinery, linking production through to its customers and supply chain.

Made Smarter is supporting data and systems integration to automate the process from receiving orders right through to production management and dispatch; and the development of a bespoke software which uses artificial intelligence (AI) tools to respond quicker and more effectively to fast fashion trends.

Creative Apparel’s ambition is to quadruple production capacity, increase productivity by 30%, and reduce waste by 20%.

Managing Director Phil Millar said: “The fast fashion industry suffers from a reputation as one of the most damaging to the environment due to the amount of waste generated during the production process and the throw-away nature of many of the products. We want to help address that by becoming a leader for change in the sector by putting sustainability at the heart of our production processes. 

“By introducing digital technology and tools that reduce waste and consume less energy we want to prove that you can help save the planet and can save money.

“Accessing support from Made Smarter is helping us accelerate faster towards our vision.”

 

Bloom-in-Box, an eco-friendly plastics manufacturer based in Burscough, is using robotics and process control technology to increase productivity by at least 25% and improve quality control, reliability and repeatability when moulding components, reducing the number of rejects and waste.

David Reardon, Director, said: “We believe that investing in the next generation of moulding machines will develop a more digitalised manufacturing environment aimed at improving efficiency, expanding production capacity, and generating more revenue. This will allow us to expand and invest in new ideas, create jobs and develop more environmentally friendly products.

“Made Smarter has accelerated our ambitions by years. Its support has really driven forward our plans to design and manufacture plastic products with more than just one life.”

Bloom wants to move towards carbon neutrality with a focus on its machinery and investing in renewables like solar panels.

“We have always invested in electric moulding machines because they use up to 80% less power compared with counterparts,” David added. “Software managing drives and motors in the new machine will reduce energy use by up to 20%. This is a huge saving in both CO2 and the energy bill.”

 

Crystal Doors, a manufacturer of bespoke vinyl wrapped furniture components based in Rochdale, has engaged with Made Smarter’s digital transformation workshop process to identify the opportunities for technology to overcome the business challenges.

The fully-funded bespoke process involved working with an impartial adviser to analyse the business’s product, services, processes and people, and develop a digital transformation plan tailored to the needs of the business.

Crystal Doors also tapped into Made Smarter’s digital technology internship programme, which links tech savvy students and postgraduates with SME manufacturers.

Crystal is using the three-month funded intern to implement a network of sensors that will give the business full visualisation to gain insights into how its machines are performing and identify potential efficiencies.

Ben Horn, Digital Transformation Programme Manager, said: “We have been on a journey towards carbon neutrality since 2015 and are on course to achieve that ambition by 2022. We want to prove that becoming carbon neutral is possible for SMEs not just for the big companies, and that it is an approach that can be cash flow positive.

“By capturing data from all your operations, you can create a full picture that is not just estimation or guesswork, but cold hard facts that allows you to make informed decisions that enable a more efficient factory and positive for the environment.

“Working with Made Smarter has really given us the confidence that we can make these advancements and still have a profitable future.”

 

DA Techs, a Chorley-based alloy wheel refurbishment specialist, also worked with Made Smarter on projects to capture operational data to enable full visibility, and identified efficiencies which enabled the business to expand capacity by 55%.

Jamie Baxter, Director, said: “While our motivation is increasing efficiency and profitability, becoming a greener, more sustainable business is an additional benefit.

“Working with Made Smarter changed our mindset. Once you start to see gains, sometimes big, sometimes granular, you start looking for more.”

Other Made Smarter supported manufacturers are using technology to reduce their transport emissions.

 

The Cumbria Clock Company, a clock repair and restoration specialist based in Penrith, is introducing a bespoke digital management system to give the business oversight with the ambition of increasing productivity and efficiency, cutting costs and reducing its carbon footprint.

Keith Scobie-Youngs, Director, said: “This new system will significantly improve our efficiency to plan routes and combine service visits with call backs and inspections, and reduce annual mileage by 30,000. This would not only save a significant sum of money, but reduce its emissions by 11%, the equivalent to 12 tonnes of carbon, which is very important to me.

“Made Smarter has not only accelerated that to now but opened our eyes to so many possibilities which could transform our business from reactive and regular service and repair to a proactive data-driven service provider.”

 

Parity Medical, a manufacturer of mobile wireless computer carts and specialist clinical computing devices based on the Wirral, is also expecting to reduce travel time, costs, and carbon emissions by 11%.

Working with Made Smarter, it has invested in an off-the-shelf software package which will enable sales staff and customers to have a meeting using an online virtual showroom. The solution also integrates with the company’s administrative, sales and production systems.

Parity Medical believes the solution could reduce travel by 30,000 miles and cut its carbon emissions by 11 tonnes per year. It will also significantly accelerate the initial sales demonstration process from two days to just one hour. 

Steve Wood, Managing Director, said: “The technology will transform our sales process, removing delays and errors, allowing us to get it right the first time – which will make us significantly more efficient. This will increase productivity and accelerate the business’s growth.

“The reduced travel translates into lower carbon emissions at a time when sustainability is increasingly important to the industry.”

As well as offering free, impartial expert advice, Made Smarter has produced a free guide to help SME manufacturers take their first steps in reducing carbon emissions and become more sustainable.

Tech solutions

Granting a Path to Success

Posted on | by Akeela Zahair

The grant and government contracting sector is broken. It’s convoluted and difficult to navigate for even the most experienced of industry players. The team at Grant Source have found the way forward. Under the stalwart leadership of Allen Thornton, the team have achieved the most astonishing levels of success. We take a closer look at this impressive company to find out more.

Technology has proven to be the decisive factor in the way that industries operate today. Even the most complex of tasks can be simplified through the use of a technological solution. Nowhere is this truer than in the grant and government contracting industry. The service that Grant Source offers does more than simply find and track grants. It disrupts the way in which the industry has traditionally operated in its entirety.

The way it does this is due in no small part to the comprehensive approach that the team have championed over the years. The processes involved make it incredibly easy for customers ranging from large businesses through to non-profits to find, write, track, and manage grants in one platform. Instead of exploring various different options and collating them later, everything that is required can be found in one place.

This makes it a much easier system to work within and has made an enormous difference to the way in which companies work. This simplification of such complex structures was always key not only to the success of the business but to the reasons behind its origin in the first place. Allen Thornton wanted to change the way through massive impact and opening the doors for companies to take advantage of the opportunities available to them was a key factor in the direction of the business.

Companies and organizations that use Grant Source are able to reduce costs, increase revenue, and mitigate risk. At the most basic level, they can save themselves an estimated 60-90% by using one platform as opposed to individual platforms. The app is able to act as a comprehensive source of information for clients so that they know they are receiving data from a place they can trust. Education on how to get the most out of a grant, as well as resources that can assist in the application process can also be found here. It truly is a one-stop-shop when it comes to securing grant applications.

Customers find the process of applying for grants considerably streamlined when compared to the hassle of organizing applications for themselves. The team at Grant Source can search for the appropriate Secretary of State and Local County to apply to, as well as filing the applications on the team’s behalf. The team will help clients apply for the essential your D-U-N-N-S number required to receive federal grants too.

What Allan and his team are offering is a true revolution in terms of what is being offered to clients. It opens the door to those who need the support the most. Many companies will act as consultants for organizations, exploring the structure and offering potential directions in which a team could go. This is useful to some but leaves the burden of work on those who don’t really understand the industry at large. What Allen has gone with Grant Source is design a system that specifically offers support. They get their clients where they need to be, when they need to be there.

Many customers from many backgrounds turn to Grant Source for help, but the team have thrived through laser-focusing on helping non-profits in major metropolitan areas. These organizations own or rent a building, with at least two years of documented impact and an active 501(c)3 with a mission that will change the world. When Grant Source was designed around having as big an impact as possible, it’s easy to see why the team have turned their attention in this direction. Through helping those who help others, the team have been able to support many people in challenging circumstances. With such a targeted vision, other companies have been taken on, on a case-by-case basis.

Not just content with the positioning of Grant Source as an invaluable resource for people who support others, the company has recently turned to colleges and universities for financial support that goes both ways. Being an entrepreneur is something that starts at an early age, but that also requires an enormous amount of support on all sides. Grant Source has been able to position itself so that colleges and universities can sponsor access to the Grant Source platform for their current students and facility.

For facilities that have innovative ideas or students that are pushing into new areas of entrepreneurship, there is enormous potential to create a generation that not only has dreams to pursue, but a way of pursuing them. Campuses are the ideal grounds on which to start a career in non-profits, and by working with Grant Source, these organizations can become formalized and receive funding to continue this good work beyond those college walls.

The team that Allen has brought together, and leads with aplomb, comes from an incredibly varied background. This diversity of experience has allowed the firm to expand quickly, taking the most successful traits of different industries and applying them to this new situation. Real estate property owners, former grant writers, successful serial entrepreneurs and former executive directors at non-profits have all come to work at Grant Source, able to apply their unique perspectives to the situations that arise.

What unites everyone involved is the experience of looking for grants that can be applied to their specific situation. Having been able to secure close to two million dollars for their own non-profits and businesses, it places the team in the ideal position to support others as well. While business grants appear to be ideal, it often proves that they are not only a hassle to find, but much less secure in the long run. The security and investment protection of Grant Source ensures that no matter what challenges arise, your investment is always safe.

It’s clear that Grant Source is a resource to be treasured by organizations of all sorts, simplifying a complex process, and making it available to all. We celebrate the vision of its CEO Allen Thornton, and the tireless work he has put into ensuring that the business always continues to serve its clients to the highest calibre.

For more information, please contact Allen Thornton via email at [email protected]

Remote working stress

Remote Working Has Caused a Surge in Mental Health Problems

Posted on | by Akeela Zahair

As April is Stress Awareness Month,, Instant Offices researched how the last year has affected employees mental health but also what business and individual employees can do to improve and support mental health. 

As remote working has been the new normal for the last year, self-isolation and health-related anxiety have created a general sense of unease for many people. A YouGov survey showed that Covid had impacted the UK’s overall mood, with 41% of Brits feeling stressed and 38% feeling frustrated.

 

The Top 5 struggles for remote workers are currently:

  1. Not being able to unplug: 27%
  2. Difficulties with communication: 16%
  3. Loneliness: 16%
  4. Distractions at home: 15%
  5. Staying motivated: 12%

 

Instant Offices discovered that in 2020 the biggest struggles for employees working from home was loneliness, difficulty communicating and balancing a work-life balance.

A surge in anxiety caused by the COVID-19 outbreak means managing and supporting mental health at work has never been more crucial. A 2020 survey revealed that 828,000 workers in the UK struggle with work-related stress, anxiety or depression.

 

Four Things Employees Can Do To Manage Stress

  1. Get a Better Night’s Sleep: The number of Brits struggling with sleep problems has risen from one in six to one in four. Tips to get a sleep pattern include reducing caffeine intake, turning off screens, going to bed and getting up at the same time every day.

  2. Take a Digital Detox:Now is a good time to limit the amount of media we consume due to the current situation’s uncertainty. The goal is to ensure you are informed enough to make decisions but not overloaded with news headlines that induces anxiety.

  3. Be Strict Around Work-Life Balance:Schedule the day into bite-size chunks and work in waves. By working in waves, we become energised and find it easy to switch off from work when the end of the days comes. It’s crucial also to schedule enjoyable things in the evening.

  4. Create a Calm Workspace:When deciding which space to work from, look for an area with natural light and temperate, fresh air, and minimal distractions. Space must be free of clutter and have comfortable furniture.

 

As workers are gradually starting to return to work, business’s needs to retain talent and put employees’ mental health first. 

 

Ways employers can help their employees with reducing stress and have a healthy work-life balance include:  

  1. Break the Culture of Silence – Environmental Psychologist & Wellbeing Trainer Lee Chambers says dealing with a lack of social connections during the outbreak has been a massive challenge for many people. “Without the ability to go out and socialise in the way we usually would, we have to be more creative and have more intention in our connection with others during this lockdown scenario. In some ways, the enforcement of rules around movement has caused us to slow down”.

  2. Lead By Example – Managers need to be more conscious of the challenges different households face. Encouraging flexibility, self-care, and regular check-ins is key to reducing stress.

  3. Introduce (or Keep Up) Team Activity and Training Sessions – Now is a perfect time for business’ encourage morning catch-ups, remote Friday drinks, yoga sessions or company training sessions. This is a great way to keep employees engaged and busy. 

 

Some of the most-requested workplace changes among UK employees, providing a guideline for businesses looking to provide better support and ease post-lockdown concerns:

  1. Flexible hours: 59%
  2. A 4-day working week: 45%
  3. Fewer people in the office: 37%
  4. Fewer meetings: 33%
  5. Mental health days: 32%

 

Pre- Covid, in 2019 – 2020, 17.9 million working days were lost due to these work-related mental health issues. 

 

60% of Brits say they’d only feel comfortable returning to the office once everyone has been vaccinated. As optimistic as that is, a new survey by CPD shows us a new wave of concerns which include: 

  1. Social distancing: 60%
  2. Workplace safety: 56%
  3. Workplace cleanliness: 55%
  4. Spreading illness to family or friends: 45%
  5. Being away from family: 16%
Digital transformation

Is Digital Transformation the Key to Business Survival in the New World?

Posted on | by Akeela Zahair

After a turbulent year, enterprises are returning to the prospect of a new world following an unprecedented pandemic.

Around the country the way we interact with customers, how consumers buy, and what interests the public has rapidly changed. Successfully managing these digital transformations may be the difference between your success and failure at this stage of continuing economic uncertainty.

Of course, the investment may appear unviable, but the benefits maintain growth and profitability. Digital transformations change the way you conduct your business. It allows you to take a step back and reconsider every aspect of your business. This includes the technology you use, how your staff operate, and how customers interact with your brand.

The World Economic Forum has predicted that the value added by digital transformations across all industries could be greater than $100 billion by 2025. Digital transformations are allowing organisations to rapidly innovate.

Accepting this innovative approach to your business right now may spell the difference between company liquidation and prosperity. Here, we look at the benefits of digital transformation and why it’s essential for your business.

 

Transform your customer experience

The main objective for a business is to fulfil the needs of their customer. A positive experience is vital to retain customers and encourage new consumers to interact with your brand. Likewise, positive customer experience is a core principle of digital proficiency.

A recent study found that 92 per cent of the top 100 organisations have a mature digital transformation strategy in place to improve their customers’ experience. This is compared to all other organisations where only 22 per cent of responding companies have these strategies in place.

One way to achieve this is to recreate your e-commerce platforms to better represent the needs of your customers. A complete rejuvenation can help to identify problems and obstacles in your current system.

SMEs have the opportunity to base their digital transformations on the successes of other businesses. In terms of customer satisfaction, 70 per cent of the leaders reported a significant and transformational value in overall customer satisfaction.

 

Data-based insights

Digital transformation can help you to better understand your market. By tracking metrics and analysing the data that you collect, you will be able to better understand your customers. You can also gain a clearer understanding of how the sector operates under varying circumstances. This helps companies to make better business decisions.

One survey on the use of data in business showed that 49 per cent of businesses believe that analytics are of most use in driving business decisions. Two-thirds of businesses surveyed believe that data plays a pivotal role in driving strategies.

There’s a plethora of ways that businesses can collect essential data. These include surveys, transactional data tracking, social media monitoring, and in-store traffic monitoring.

 

Greater collaboration across departments

By centring your organisation around digital infrastructure you can create a consistent working experience. Sharing data and information with your staff can promote idea sharing and innovation.

Organisations are beginning to create companies based on a digital culture. This shapes the way that staff communicate with each other and how technology influences the way they work. This culture reinforces their other digital strategies.

It’s important to maintain engagement with staff during a digital transformation. One report indicates that 79 per cent of companies that focus on culture sustain strong performance throughout their transformation.

When organisations are built around a common goal, business transitions will be smoother.

 

Improved agility and innovation

Digital transformations allow your business to stay agile, in that it is always prepared to and welcomes change.

The most successful organisations do not follow the beaten track. They look to see how their company can diverge from their original mission and build on their successes. Technology allows these new approaches to be developed alongside extending business enterprises.

One survey shows that 68 per cent of businesses believe that agility is within their top three most important initiatives. This means ensuring that every interaction between customer, technology, and staff is meaningful.

These agile interactions can include, for example, the development and improvements of chat-bots. It all works towards helping locate the best possible options for staff and customers.

Legal services

Achieving Success for American CEO

Posted on | by Akeela Zahair

Founded by attorneys, for attorneys, WealthCounsel focuses on helping estate planning and business law attorneys practice excellence. Providing continuing legal education, a strong community of thousands of attorneys, and thoughtful analysis on legal topics and breaking industry news, WealthCounsel is at the top of its game. Much of this industry-leading work is spearheaded by the firm’s CEO, Henna Shah, JD, LLM. Today, we find out what makes the firm so exceptional, and why Henna is deserving of the title of CEO of the Year, 2020 – the USA from CEO Monthly.

Having established itself more than twenty years ago, WealthCounsel has had time to build a reputation that precedes it. Today, the organization is perhaps best known for its superior automated document drafting software for estate planning and business law attorneys, with solutions including Wealth Docx®, Gun Docx®, and Business Docx®. Most recently, the company has launched a streamlined solution for trust administration called Wealth Tracx® with outstanding success. Alongside these software solutions, WealthCounsel provides continuing legal education, a strong community of thousands of attorneys, and thoughtful analysis on legal topics and breaking industry news. Since its inception, WealthCounsel has not deviated from its mission to be the number one source for estate planning and business law attorneys who want a complete approach to success for their practice. Internally, four core values determine how the firm goes about this.

First, WealthCounsel seeks to see things through its members’ eyes. Second, WealthCounsel embraces expertise. Third, WealthCounsel employees understand that work can happen anywhere. Finally, they know that they can go further together. These four core values have defined the firm’s success for the better part of two decades and have made the company unique in the industry. WealthCounsel constantly strives to provide comprehensive support for attorneys and their practices regardless of the attorney’s level of experience. The company does this through its own four pillars of service: automated drafting, learning, coaching, and community.

WealthCounsel’s automated drafting solutions are the gold-standard in estate planning and business law document drafting. Wealth Docx accommodates the drafting of both basic and complex estate planning strategies with its Core and Complete versions. Further, it offers single point-of-data entry as well as software integration with practice management systems like PracticePanther and Clio, helping reduce errors in drafting and increase efficiency.

Learning is another pillar of service: WealthCounsel knows the key to a successful practice goes beyond drafting documents. The company understands the importance of a robust, learning-based approach to keeping attorneys up-to-date on current developments in the industry. It provides clients with powerful learning solutions, providing on-demand and live webinars and timely written educational content. WealthCounsel members are consistently educated on the best planning strategies they can implement for their clients.

The coaching and community elements of the business go hand in hand. WealthCounsel welcomes attorneys at every experience level, recognizing that many attorneys are transitioning into estate planning or business law or are looking to take their practice to the next level. There are coaching programs implemented in-house to help members acquire clients, serve their client base, and add the best possible value. Offering such a tailored and individualized approach is one of the best examples of WealthCounsel’s commitment to its members’ success. A WealthCounsel membership offers access to a vibrant and engaged community of members, truly setting the company apart from its competitors. WealthCounsel members provide each other with unparalleled support.

Of course, none of this would be possible without the leadership and vision of someone at the top, steering the ship and helping to keep the company on the right course. For WealthCounsel, that someone is Henna Shah, JD, LLM, the CEO of WealthCounsel. Henna provides the vision and strategy behind WealthCounsel’s steadfast focus on the success of its attorney members. Drawing on her deep pools of experience in and knowledge of estate planning, Henna ensures that every decision benefits both the company and its members.

Before joining the team at WealthCounsel, Henna worked in private practice as an estate planning attorney for several notable national law firms. In these roles, she gained experience and became a formidable force to be reckoned with. In 2007, Henna established her own successful estate planning boutique firm, Shah Law LLC, where she focused on planning for high net-worth families and individuals. Henna has an AB in Political Science from the University of Michigan, a JD from the Indiana University Maurer School of Law, and an LLM in Taxation from the New York University School of Law. Eventually, Henna joined WealthCounsel as part of the Editorial team, spearheading Wealth Tracx.

As exceptional as Henna’s leadership is, the success of WealthCounsel also comes down to the staff that she has surrounded herself with. WealthCounsel’s staff have direct contact with members and are proud of the level of service they provide. The personal attention that WealthCounsel staff offers to members makes a tremendous difference in encouraging an overall sense of community. Many WealthCounsel members have been with the company for years and have formed long-lasting relationships with WealthCounsel staff. The company continuously works with members and staff in the pursuit of excellence.

Ultimately, the work of WealthCounsel continues to be vital for estate planning and business law practitioners across the United States, and that comes from the visionary leadership of Henna herself. As CEO, she continually pushes the boundaries of what her company can do and delivers success after success for WealthCounsel’s members. Henna’s vision and ambition drive the company forward, and the future remains bright for WealthCounsel.

For further information, please visit www.wealthcounsel.com

Leader vs Manager

There Are 4 Key Points for You to Follow to Be a Leader, Not a Manager

Posted on | by Akeela Zahair

Managing a team of people comes with a new level of responsibilities. But have you ever considered the vast difference between being a manager and a leader? Harvard Business Review reports that 30 is the average age of a first-time manager while 40 is the age where people first embark on leadership training. This is a decade of lost years of building leadership skills – this can lead to ingraining bad habits and not practising to improve your style.

Being a manager doesn’t automatically make you a leader. The main difference between a manager and a leader is that managers delegate tasks to those who work for them whereas leaders have people follow them and believe in what they’re setting out for the company. The best part of the last year has demonstrated that leaders need to be prepared and agile to respond to protect their business and employees.

Here, we will determine the four ways that managers can transform themselves into leaders.

 

Respect goes two ways

Firstly, and most importantly, be respectable. Respect should be earned, not expected – no employee is going to consider a manager their leader if they don’t respect them. There are a number of things you should consider in order to gain your employees’ respect. After all, if they respect you, they’re likely to work harder for you, cooperate more with others, be more creative, resilient, and likely to take direction.

 

These include:

  • Leading by example. Be prepared to pick up tasks big and small, for example making your own cup of coffee or printing copies out to hand out to the workforce.
  • Listen to your team. Open the floor for others to speak and allow them to voice their opinions on how to improve things. Holding steady team meetings opens up a dialogue of feedback and ideas.
  • Follow through on deadlines and agreements. If you can’t meet your own deadlines, why should your team? If you offer to help someone on a particular project, honour that promise.
  • Accept responsibility if things don’t work out.

 

Communication is key

Never underestimate the power of communication. Managers with poor communication skills often alienate their workers, leaving the team confused and with little faith that things are being run properly. Take time to communicate your ideas, expectations, strategies, and everything in between, making everyone else feel involved in what’s going on. You can do this by thinking of any strategy the same as telling a story to someone who knows nothing about it. You can focus on things you don’t know or what you need to understand yourself in order to relay it others.

By involving your team and keeping them engaged, this will also allow successful executions and a happy, motivated team – you can’t expect a strategy to work if it isn’t understood and nobody is committed.

 

Shape company culture

Leaders should contribute to an active company culture. If workers’ characteristics don’t fit into the culture, this could influence their decision to leave. By defining a culture early on and recruiting those who fit into the talent pool, employees will feel comfortable which will have a positive effect on their performance.

Harvard Business carried out research to find out which qualities are most important in leaders. 700 workers were asked which qualities they value the most – 70 per cent agreed that creating a culture of engagement is a very important attribute and results in lower turnover rates, more productivity, and more profitability.

This reiterates what was mentioned in the first section – leaders must lead by example. They can determine how valued traits are within the business, for example, communication, integrity, and commitment. Employees who work in an engaging culture with their leader will have positive opinions about the company and will be strong advocates.

 

Leadership training programs

Go over and beyond for your team and consider enrolling on leadership training programs. which are designed to guide leaders through key issues and how to effectively adopt forward-thinking strategies. Organisations are constantly evolving in the modern world, therefore so does the nature of leading. Building on agile and reactive skills can help you become a capable and inspiring leader.

 

Leaders certainly have a big responsibility to inspire and encourage their workers – so it is important to do it properly.

Sportswear

Cool Clothes CEO

Posted on | by Akeela Zahair

The clothes industry is one that is constantly moving forward, and the team at Kewiloo are no exception. Under the stalwart leadership of Jonathan Cohen, this impressive team have moved from success to success. We take a closer look at the firm, and how Jonathan’s impressive guidance has allowed the business to thrive in challenging times.

Curating clothing is immensely complicated in the world today, especially when it comes to sportswear. The team at Kewiloo excel in this regard, providing customers with a fit and finesse that reflects the high standards they have come to expect. When combined with an online shop front that is open to all, it’s clear that the team have achieved something truly special.

At the heart of the Kewiloo approach is Jonathan Cohen, who has been CEO since 2017. Under his reign, the business has gone from strength to strength, not only finding new and exciting items of clothing, but building closer connections with customers so that they keep coming back to buy more. For many, Kewiloo has become the first port of call for clothing, thanks to their accessibility and range of apparel.

When people come to Kewiloo, they find some of the most interesting items on the market. These are chosen because of their quality and interest. While the team may not stock in high quantities, this simply means that you need to keep your eye on the store for something that takes your fancy. Kewiloo doesn’t just act as a leading clothing provider, but as a home for those gadgets that make your life a little more intriguing. Few places stock the latest technology, such as 3D printed fitness apparel, but the team at Kewiloo has built it into their business model.

The key to success has not just been what is provided, but the level of interaction that has been encouraged across by the board. This is a top-down decision, with communications strong across the board. The team want their customers to feel comfortable shopping with them, trusting that they will do everything in their power to have the items they want, delivered safely and quickly.

A key part of this growth has been thanks to the team’s work with social media. While privacy is a priority at all times, being able to meet people through Facebook and Instagram has allowed the team to have a public shopfront that carries by word of mouth. These connections not only build more loyalty, but ensure that people return to buy more. The use of programs like easycall has eased the way in which Kewiloo connections with customers, increasing the levels of trust, and therefore the conversion of potential sales to actual sales immensely.

When a firm is built around a promise to make your life cooler, it’s not just about making a space that sells good gear. What Jonathan has been able to do is build a place where cool is how the team operates. It’s where people can build a community. This community is not just a group of passionate purchasers, but the heart of the company going forward. By continuing to nurture this committed team, the firm will be able to achieve long-lasting success.

For further information, please contact Jonathon Cohen via email: [email protected]