Magenta Insurance is a team of positive and engaged people working hard to offer valuable and effective property insurance solutions to those with high-risk residential properties around the UK. Not every home or client fits the standard model of insurance risk making it hard to find cover for many, that is where Magenta step in.
2020 was a tumultuous time for almost all businesses with a global pandemic forcing businesses to implement new work from home processes. Thankfully, for Magenta, they had a solid plan that focussed around giving their employees more of a voice within the company to ensure that as the business moved to a remote-first way of working, no one was left behind and engagement would continue to remain strong.
Matt Taylor is a CIPD qualified HR professional whose current role of HR Training and Staff Development Manager centres around the training and management of Magenta Insurance’s 30-strong UK -based team. Matt led the move to remote working within the business, ensuring that Magenta’s people were at the forefront of the process and enlisted the help of Weekly10 to aid that.
We sat down with Matt to discuss the adoption and impact of Weekly10:
How did you first hear about Weekly10?
I was introduced to Weekly10 by our Chief Executive David Reid when we were looking at solutions and processes for improving people management processes and grow great employee engagement across the team.
We have a sometimes stressful and always busy office where engagement really matters for us, so we wanted to ensure we were on top of things
What lead to you looking for a solution like Weekly10?
One of the key drivers for us initially was that we knew there were potential people management issues in the business that we weren’t getting the chance to find out about as early as we’d like.
We were seeing minor issues being dwelt upon by our people until they grew in size and seriousness.
Being timely in both the discovery of and action on issues is essential to managing the scale of those challenges. People were coming to us during their reviews and saying, “here is a list of all the things I want to complain about” when we really should have been finding out about any issues much sooner.
So, we knew we had to implement changes to the way in which we were engaging with the team and the channels our people had available to them if we wanted to reap the benefits of great employee engagement.
We also wanted a solution that would help us on when it came to the end of year review.
We were running traditional reviews that simply weren’t working for a number of reasons but a lack of time was the big one. We needed a tool that would not only help give our people a voice when it came to issues but help capture key data over the year that we could utilise during reviews to make things more evidence-based.
We didn’t know if that would be the same single solution or multiple that we could integrate with one another. The fact that Weekly10 ticked both boxes was a huge benefit and this year we’re able to do better reviews, quicker with less time spent looking back at issues and more emphasis is put on our development plans.
How did Weekly10 meet those requirements?
The frequent employee check-in is the perfect tool for allowing our people to share feedback in a timely and more impactful manner. Coupled with the flexible review templates that allowed check-in feedback and goal performance to be pulled into any review quickly and easily, the Weekly10 platform seemed an ideal fit for what we needed.
Is there a particular element of the platform that stood out?
Beyond the check-in itself and reviews, the element that was interesting (and has proven extremely important with the move to remote working) is the integration with Microsoft Teams. Our use of Teams as a communication tool has exploded this year due to COVID and the ability for people to engage with the new process within Teams is beneficial.
I also love the flexibility, whether that is the fact we can set our own questions or use the question bank, customise performance reviews and schedule them how we want or choose between SMART goals or OKR’s for setting objectives.
How was the implementation of Weekly10?
A doddle! We rolled out to the business in October 2019 and that went very smoothly. Our Weekly10 Customer Success Manager helped us with the setup, adding our employee lists and coaching us through question set-up, goal creation and launching the first check-in.
What was the initial reaction to Weekly10 from the team?
The vast majority took to it straight off the bat. I think we had one, maybe two dissenters who initially thought it was a mere ‘tick box’ exercise, but as we’ve got better at linking the feedback to outcomes even those individuals have started engaging frequently.
Any particular successes you’d like to share?
When the office moved to remote working, one of the team had to stay office-based for things like running the post room and fulfilment elements (neither of which being their core job). On his Weekly10 he started to give feedback around that process and produced some really innovative ideas around how we could better save time and money during lockdown.
We implemented those ideas and we’re seeing great savings and that individual now spends significantly less of their time in the office on the post and is able to focus on their core duties. As a result this staff member has reported feeling more productive and supportive of their team.
What benefits have you seen since using Weekly10?
The sharing of weekly feedback from the team is invaluable. We’re finding out about issues long before we used too and as a result, we’ve not seen any flare-ups where issues have grown due to a lack of action by leadership. The lack of any big issue is a testament to how well the process is working and we can see with our 10Pulse scores that we are beginning to unlock great employee engagement.
One of the real benefits is the employee recognition we’re now seeing across the business. Weekly now we’re seeing little messages of thanks and the sharing of collaboration successes we weren’t really getting to find out about previously. It’s a small thing, but it’s really nice to see and builds a better, more collaborative team.
We kind of built on that a little bit with a series of employee awards each week and month given out on the back of Weekly10 data. Not only does this help us reward great work but also model what great work looks like to the whole business. The added benefit here is with everyone working at home it kept that social element of work alive where our people couldn’t be physically together.