Workable Business Solutions

BGB Engineering (Grantham) Limited identified that the reward and remuneration package on offer to their workforce was no longer ideal for purpose. The Board agreed that it would benefit the business to completely transform the reward and remuneration policy.
Historically the business paid a standard wage to a high proportion of the production population supported by a lucrative bonus system. This profile was becoming less workable for the needs of the business and the staff. The Board invited Kevin Bishop of Workable Business Solutions Ltd to support them in moving to a more workable solution. With the support of a GROW: OFFSHORE WIND grant the staff reward package moved from the previous one size fits most approach to an improved basic salary offering based on a skills matrix (developed by the business) creating a skill based basic salary level.

The bonus system was also transformed moving to an individual bonus based system on the rating obtained on the newly introduced performance management system.

The initial support provided to the business included building the transformational approach with the Directors, delivering progress and the final offering to the team in a number of Power Point presentations covering the reward packages and also the newly introduced appraisal system.

The business was transforming in terms of physical building development also, so Kevin project managed this programme end to end, providing all required paperwork and ensuring that the change programme remained on track for the 3 month turnaround required by the Directors.
Once the programme was rolled out, Kevin supported the team in terms of skills training around appraisal delivery (a new skill to most).

In a relatively short period the business has transformed to a much improved reward programme that is now fit for purpose and a vastly improved performance management approach.

David R Holt (Managing Director) says;

A sustained period of growth over many years had meant that our business had been able to operate with stable remuneration and bonus schemes. An unforeseen downturn during Q3 2013, through Q1 2014 did however enforce a review to steady and ensure retention of our valued, trained and experienced engineers. The business was also keen to ensure that those contributing to Company success, were those toward which the additional benefits were being directed. We required the input of a practitioner with proven expertise in such fields. Kevin took time to understand our business; it’s products, processes, capabilities and people. He studied the schemes which brought us success and reviewed the relevance of individual elements in the current climate. Within a short space of allocated time, he had proposed a renovation of our pay policy and bonus award scheme, aligning the latter to a formal staff appraisal scheme to effectively manage the input of our staff. Once sold to the Directors, he then embarked on effectively presenting the results to the staff. Some months on, no key staff members have left the Company since the completion of this project. Even though these first steps have been viewed as a success, we will continue to work with Kevin to further develop the new appraisal scheme. We see it as vital in progressing our people and hence the business over the coming months. Kevin’s work has been delivered on time, effectively and has made a significant, positive change to BGB.