We’d heard so many stories about the great work, innovative culture and thriving employees at Indigo Swan, it made sense to connect with the MD, James Groves, to find out what makes them different, and what we can learn from them.
Hi James, thanks so much for taking the time to talk to us today – we keep hearing great things about Indigo Swan, and how it’s a great place to work. What do you think it is that sets you apart?
Good question – and I think there are probably several answers!
Firstly, we invest in our people and equally, they invest in us. We’ve always worked on building relationships and getting to understand people as people, not just a workforce. As a result, our people feel as though they can be real, be authentic and be themselves. We genuinely care about our people on both personal level and business level.
In fact, we take this one step further. Our appraisals include people’s personal goals, as well as their work ones. And we don’t just mean personal development – we’ve helped people when they’re buying a house or thinking about get a dog! We help them to achieve what they want to achieve. In whatever area it is that’s important to them.
There’s a great book I read which really inspired me and how we do things ‘Radical Candor’ by Kim Scott. In it, she talks about caring for people on personal level but also, how you can still challenge them. If you build a good relationship with them, then they know it’s coming from a different place – it’s because you want them to reach their potential. Plus, if you know your people well, then you know what they’re capable of and you know if they can do better. You care. And we’ve seen some amazing transformations because of this.
I love that approach. Can you tell us a little bit more about the appraisal/ development process you mentioned?
Sure. It’s key for us to invest in the people we have, and help them be the best versions of themselves. So, at the beginning of the year they set 15 goals:
- Five are indigo swan goals – our KPIs and targets etc
- Five are professional development goals – so that might be something like upskilling in Excel, doing a course on public speaking, or writing blogs – anything they like
- And the final five are personal goals. I have a great example for this one. We had a team member who wanted to move into the educational space, so we supported her in training. And when she’d completed her training, rather than feeling sad, we felt so happy for her. Now some people would see that as a negative, as essentially we were helping her to leave, but she left happy, we’d helped, we’d supported her. If we hadn’t, then she still would have left one day but all of us would have felt much worse for it.
By having the personal goals, it helps us to know our people better, gives us guidance for how we can help them and what they can do in their life. If they need more money, how can we help them progress. If someone wants to lead people, what skillsets do they need? Whatever their ambition, we want to help them get there and ultimately, be the best versions of themselves.
No wonder people love to work for you!
At Indigo Swan, you’re also known for your approach to innovation – in fact some of our followers will have seen our recent video about this (catch up here). How would you sum up your approach to innovation?
In short, we have an ‘unflinching commitment to finding a better way’.
With any SME business or start up, you’re always looking for ways to get ahead of your competition. That means innovation. And to be truly innovative, you have to work together and listen to ideas from everyone.
We have something called ‘Brain box’ where people can submit their ideas. It isn’t ground-breaking but what is different, is that we’re committed to making sure every person who gives their idea will be responded to. Whether it’s a ‘that’s never going to happen’ (in which case we’d always explain the ‘why),’ or ‘what a great idea, we’d love you to be part of the team to make it happen’.
If you want people to give ideas, you need to be really consistent with that – why would anyone want to give ideas and put themselves out there if it’s going to be ignored.
What does a great employee experience look like to you?
A great EX to me, is when it doesn’t feel like a job – it’s your second family, your second home, something you believe in, there’s no Monday morning fear, you’re well looked after, you’re working towards a common goal, you can be yourself, and you’re proud to work here.
And finally, what would be your one bit of advice to other leaders?
It’s so obvious, and so simple, but be yourself. I see so many leaders who just aren’t themselves! Instead they’re like walking textbooks! If you’re yourself, people will feel they can be their selves too. I will put my own personality on things. I’ve done a daily whatsapp video every day since lockdown – even when I’m looking rubbish or feeling – they see me.
And it goes further – I don’t know everything. I’m honest about that. But I surround myself with people who have different skillsets, so we work together. It’s ok not to have all of the answers, all of the time – even when you’re leading. It’s much more authentic and relatable when you admit that – and you’ll grow trust as a result too!
Thanks so much James!
