A small yet agile and fast-growing start-up based in North Wales and the West Country, with a number of remote workers.
Manufacturing and supply of a range of all-natural, vegan children's skincare products for active families in the UK and abroad.
With a dispersed workforce and a fast-moving business environment, frequent feedback and continuous performance management are key.
Starting life in late 2017, Toddle has been on a meteoric rise ever since as a leading UK manufacturer of natural skincare products for children. Supplying their ever-growing range of vegan products to the likes of Boots, JoJo Maman Bébé and JLP, Toddle are a rapidly growing UK start-up facing a common mix of challenges for growing companies.
With operational bases across North Wales and the West Country, Toddle employs a multi-skilled team benefiting from flexible and remote work opportunities to keep the business agile and quick to act, ideal for a growing independent company playing the role of ‘disruptor’ in an industry full of big name hitters (Unilever, P&G and Johnson & Johnson for example).
Like many new and growing businesses, the early days of Toddle didn’t feature a recognised employee engagement strategy and performance management was the common DIY approach of meetings and Microsoft Office. As they grew however, both employee engagement and performance management became greater focuses for the company.
We sat down with founder and Managing Director, Hannah Saunders to find out more about why Weekly10 was one of the first pieces of software she introduced to the company’s toolkit and how it helps boost employee engagement and allows her dispersed team to keep on task 24/7.
What was the need for Weekly10?
“As we began to grow in early 2018, I found some of my key challenges centred around people; retaining my best employees and effective communication across sites and work patterns” says Hannah.
“I felt that in order to keep hold of the best ‘Team Toddle’ talent I had to ensure that employee engagement became a KPI for the business. Knowing the importance of engagement in not just unlocking the full potential of staff, but also enticing them to build a career within a company, it had to become a focus and fast!”
“Having been in the RAF for a number of years where engagement wasn’t overly high on the agenda (understandably so), with two appraisal periods across a year and not much else in between, meaning you often just had to assume you were doing your job effectively. Coming from that experience and knowing it wasn’t right, I knew I needed to look at a new way to deal with employee engagement.”
“Adding the challenge of having remote workers across multiple locations, meaning face to face time was and would continue to be limited, I also knew I needed a focus on continuous feedback and effective but efficient communication. Performance management was also key, after all, monitoring tasks is huge for a start-up from the point of knowing what’s going on in an environment where events move at a hundred miles an hour!”
“After a fair amount of research and testing, Weekly10 offered the best mix of what I needed, with the simplicity a non-tech savvy person like myself longs for.”
How did you find the process of implementing Weekly10 within Toddle?
“Implementing Weekly10 was incredibly easy. A lot of it is automated, with anything that isn’t being a real quick and simple job to setup. I’m not that tech-savvy at all, so if I’m saying it’s easy, it really is!”
What is your favourite feature of Weekly10?
“Mentions, mentions, mentions! I love mentions. The ability for my staff to go into Weekly10 and let me and my managers know who is really playing a pivotal role in their day to day life at Toddle is a fabulous benefit to us.”
“Recognition is obviously an important pillar of employee engagement, but if this is always a top-down approach it can begin to feel contrived and a bit divisive. So other members of staff nominating their ‘player’s player’ is a real nice approach to this.
How has Weekly10 benefitted Toddle?
“Weekly10 helps Toddle achieve its objectives through allowing all of my staff to know exactly where we are and where we are trying to get to, without me seeing them every day, every week, every month. The team all know what our KPIs are, what sales we need to be hitting and what conversion rates we need to achieve via the Weekly10 interface and are reminded of this every time they complete their updates.”
“This then gives them the ability to use their initiative a lot more frequently as they know where we are strategically going, thus improving self-ownership of day to day tasks, by proxy increasing their emotional tie to the projects they are working on.”
“Adding in the fact that staff are able to give and receive regular feedback with their managers, recognise discretionary effort and have successes or issues raised straight up to me, Weekly10 allows us to really impact key employee engagement markers across the business.”