Developing an Agile People Strategy at Lombard Risk

Michael Dean
 

“Lombard Risk is all about agility and advantage, it’s about operating in a very agile way to bring advantage to our clients – and we see many similarity in the way Peakon operates. Peakon is all about being much more agile with employee feedback, to bring advantage to the workforce as a whole.” Alastair Brown, Lombard Risk’s chief executive, was quick to see the synergies between Peakon and his vision for how the company could utilise feedback to deliver a great employee experience.

“At my last employer we did an annual survey and to be honest I was looking for something entirely different when choosing who to partner with at Lombard Risk,” he said. ”Our business in a year’s time will be completely different from our business today. Therefore feedback we get from staff, how they’re feeling, what they’re doing at the moment – it has to be timely and relevant. The toolset of Peakon gives us a real advantage in actually being that agile with our people.”

With accurate, real-time insights on how employees feel, Ewa Anweiler of the company’s HR team, explained how they can now pursue a more strategic approach to employee engagement: “Every two weeks a new survey is sent out to all of our employees across our global offices. Because the data from the survey is instantly available on the dashboard we don’t have to wait months for a big chunk of information or a report from an annual survey. The data is there and we can access it wherever and whenever we want, and we can start addressing issues straight away, we can start formulating action plans, and work on improving the company.”

Our business in a year’s time will be completely different from our business today. Therefore feedback we get from staff, how they’re feeling, what they’re doing at the moment – it has to be timely and relevant. The toolset of Peakon gives us a real advantage in actually being that agile with our people.

Peter Taylor, Lombard Risk’s HR director echoed this sentiment: “To be an agile organisation, you need an agile people strategy … What you don’t get with annual survey, but you do with Peakon, is of course the real-time aspect. But also, each manager, department head, or leader, can focus on their own team or organisation on their individual dashboard. They can see their own priorities and how they compare with the rest of the organisation.”

“We are a global organisation, so particularly for the chief executive and the board it enables them to take what is normally a very subjective topic and instead see some objectivity around it. We’re covering everything from reward and recognition to vision and values, so it gives you a check point to ensure that if you do have any big initiative – like we have in terms of our vision and values – that things are well communicated and you’re making progress.”

A unique aspect of Peakon – that the leadership of Lombard Risk take full advantage of – is the platform’s Conversations feature. This enables managers to get to the heart of the most pressing issues their employees raise, through anonymous replies and messaging related to their feedback. “Looking at the metrics around the figures that come in, but then looking at the feedback underneath it – being able to respond to individual staff members without us knowing who they are, is a really powerful tool,” said CEO, Alastair Brown. “I think it makes the workforce feel very connected to what we’re trying to do, and it makes them really understand what their role is in building Lombard Risk into being a really successful financial services company.”

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