At Baringa Partners they have a distinctive flat hierarchy and they find this allows a free flow of information around the organisation. Often this sharing of information is unplanned and informal – for instance passed on from Senior Management to the more junior staff during conversation over drinks or dinner. All official communications, whether giving good or bad news, share common attributes – they come directly from senior management and are committed to remaining both frank and open. Company-wide e-mails applauding significant individual efforts and congratulating promotees; fortnightly market intelligence updates providing succinct news highlights in Baringa Partners’ key markets and emails highlighting project successes and updates.
Training is a key component to personal development and the company views it as an important area to focus on. Each member of staff is encouraged to utilise 5 days per year to develop skills and increase personal knowledge. Internal training is developed in house to address particular training needs that Baringa’s staff need to complete their job. One of the courses Baringa have developed is a ‘General Consulting Excellence’ training was specifically put in place for those staff that do not have a consulting background to help them transition into their career with Baringa Partners. Similarly, Baringa hold regular Industry Specific ‘Boot camp’ training courses for their staff with strong consulting backgrounds to hone in their skills to their specialist sectors and to give their staff from all sectors the opportunity to understand the breath of the work the company undertakes. A new course for 2009 was the ‘Management Development Course’ which was put together with the assistance of the Lancaster University Management School and run as a five day “mini MBA” aimed at providing more business-focused training than Baringa were previously able to offer and introducing a new training option for Baringa's more senior levels. All staff (with their mentors) can customise training to their needs.
Promotion is based on skills and contribution. Baringa promote people when they are ready, not when they have served their time at grade. Baringa Partners weekends away provide opportunities to look back, reflect on, and celebrate their successes over the year with their people and their families. Once a quarter an individual who has demonstrated exceptional contribution to one or more of Baringa’s core values wins a prize with a value of £500. Hard work is rewarded with extra budget to go out as a team and celebrate hitting key project milestones. Teams involved in winning proposals celebrate through team drinks and dinners. Significant efforts are communicated company-wide by the Directors, thanking teams or employees personally and detailing their successes. Baringa send cards and gifts to employees when they have something to celebrate in their professional or personal lives e.g. champagne for new joiners, getting married, having a baby. The annual awards are for Cheerleader, Star Player, One to Watch, Team of the Year. The Bonus System aims to redistribute profits brought about through Baringa’s success with their people.
Learn more about the 8 factors of workplace engagement here
Companies offering a minimum of 25 days annual leave
On-site gym or subsidised gym memberships
10% of staff undertake charitable activities during business hours
On-site nursery or vouchers
Companies offering a final salary or non-contributory pension scheme
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