Department leads vs. coaches (shareable version)

At Reddico we've adopted a managerless environment, splitting the traditional role into two – department leads and coaches. Our team will choose a coach, based on their own ambitions goals. Take a look at how and why we've done this.

1. Strictly Private & Confidential Department Leads vs. Coaches

2. Why we’re doing this … 2

3. To make a real and meaningful impact on the lives of our team , our clients and the community in which we live 3

4. You’re great at your job. That doesn’t mean you’re good at supporting others 4

5. We want the right people in the right places, doing what they love 5

6. 6 Splitting up a manager’s role Role A Role B Strategy Supporting Decision making Challenging Coaching

7. Everyone should be able to choose the person who supports and challenges them best 7

8. Department Leads 8

9. The role... High expertise, skill and knowledge Responsible for growing the department Lead in setting strategy and work standards Best placed to drive change in the business for that area Hold all-department strategy catch-ups This role is primarily based around core job skills / requirements. There are no HR obligations, or need for training, appraisals, and salary setting. 9

10. Coaches 10

11. Coaches If you’re going to get the most out of your coach, they’ll need some level of insight into your role and what you’re doing on a daily basis. Help to train you (or suggest opportunities / skill gaps) Free you up, help with prioritisation, or fight your corner Have industry / job relevant knowledge All coaches need training to be able to offer this level of support. 11

12. The role Personal development (training, professional growth) Help and support when you need it Catch-ups when YOU want them Appraisals A coach’s role is to help push and support you. They’re there when you need them, and will have key personal skills to aid your growth. 12

13. You can be both a department lead and a coach. Coaches are individually chosen, though. 13

14. Anything else? 14

15. What about salaries? 15

16. Salary review board Salary panel responsible for deciding increases Runs one day each year (January 2020 KO) Each year there’s a “salary kitty” available You apply for a salary rise and show evidence to the board Further information can be requested from a department lead & coach Annual Retail Price Index adjustments on top of this The only time a salary can be increased outside of the review board, is due to a promotion / role change. 16

17. What about appraisals? 17

18. New appraisal format To follow the 70/20/10 format (Future / present / past) Run quarterly (rather than annually) by your coach Purpose-built template based on successes and aspirations Linked to vision, values, business goals and personal happiness / satisfaction More regular catch-ups with a coach can be scheduled at your request. 18

19. And probations? 19

20. Probation reviews Completed by both the department lead (who interviewed you) and coach Department lead responsible for job / skill competency decision Coach responsible for personal development assessment This is a joint decision, with insight also gained from speaking to the team. 20

21. Coach vs. HR 21

22. A coach is for... Goal setting Training Work related advice & support Career progression Catch-ups Probation reviews Quarterly appraisals 22

23. HR is for... Confidential advice Company benefits Company policies Sickness Pension information Personal grievance 23

24. Lastly... 24

25. Goodbye managers Managers manage people. We don’t want people managed. We want the team to be responsible for managing themselves, with the right level of support and guidance Remove the word “manager” from job titles Switch to “Head of…” or “Lead”, for example 25