About Moorhouse

Moorhouse is proud to offer a fresh alternative in the management consultancy marketplace. They live through values of integrity and accountability, collaboration, sense of humour and perspective, and positive pragmatism. A core leadership focus is their Culture & Communications Quad, who organise various communications and teambuilding events designed to ensure they fully embrace the values in the culture of the firm. These events include the offsite quarterly Escapes and monthly Team Purple meetings to which everyone in the firm is invited. These meetings provide the opportunity for the whole firm to discuss the business priorities, take stock of how well they are doing, ensure all new joiners are introduced to the firm, explore how they develop their skills, build collaboration and have some fun. Four years ago Moorhouse introduced the Extraordinary Leader Development Programme which involves gathering 360-degree feedback on the leadership qualities of the Extended Leadership Team. It's also a great way for employees to tell senior managers how they feel they are doing against their commitment to the values. Moorhouse have five partners who collaborate closely to lead the business as a team of equals. The partners hold each other accountable for building the unique Moorhouse culture and delivering the firm’s strategy. They are all heavily involved in ensuring effective communications across the business, including updates from each partner at the monthly Team Purple meetings, playing a key role in the quarterly escapes and engaging with colleagues both informally at the many social events, and by providing mentoring support across the business. The partners encourage everyone within the organisation to continually explore new options to help clients deal with the constant pressure of change. It is a priority for the leadership team to support everyone in the firm on their own personal development journeys.

Moorhouse’s people are their biggest asset. They are committed to building and nurturing talent, and harnessing their ambition to be the best they can be. They believe that this commitment stands them apart from their competitors. They have introduced a new competency framework based on the Zenger Folkman Extraordinary Leader model. This explains behaviours expected across the competencies for each grade. This complements their grade descriptions and the business metrics. The alignment and ‘common language’ of competencies and expected behaviours, grade descriptions and business metrics help them to better develop people and help them understand how to realise their full potential. They offer a comprehensive structured learning and development programme. There is a Manager Development Programme and the Leadership Development Programme. These programmes are based on the Zenger Folkman Extraordinary Performer and Extraordinary Leader frameworks and are at the forefront of non-linear and strengths based development. They work with ‘RADA in Business’ and have created a set of courses that take an innovative approach to developing people in areas such as powerful presentations, personal brand, impact and storytelling. The Moorhouse Academy is a programme of structured learning and broad skills development focussed on business fundamentals, managing programmes, industry insight and other consulting skills. It is essential capability development for their people.

The overall reward package at Moorhouse is unique because it is completely open and transparent. Salaries are set according to market rates, at the same level for everyone in a grade peer group and are published and available to all staff. Salary rises are awarded to all staff in the grade according to changes in market levels or to specific individuals on promotion to the next grade. New recruits are hired at the same salary as everyone else in their grade peer group. There are four bonus schemes. All employees are eligible for two bonus payments. The first is the Company bonus which incentivises collaboration by rewarding the business performance of Moorhouse. The second is the Personal bonus which recognises individual achievement by rewarding performance against objectives. Two further bonus schemes are in place for eligible staff. The Sales bonus which rewards contributions to business development to those involved in the sale of new client engagements. The Utilisation bonus rewards consultants for billable hours. The policies and processes around the four bonus scheme are published and distributed to all eligible employees. Potential bonus awards are clearly communicated at the start of the financial year so that everyone understands how their contribution will be linked to their reward. Individual eligibility is accessed and communicated at six month intervals through the performance review process. Bonuses are paid every six months, so reward is linked to achievement in a timely manner.