About Omobono Ltd

The company doesn't have bag carriers and their senior managers put in a shift – all of the senior managers are working in the business, understanding what their teams are doing, their clients are buying and the wider industry is offering. They are normally first there, last to leave and leading the team by example. The company is a sleeves rolled up organisation and everyone there will get involved to help out those around them – that starts with their management and flows down through the organisation.  

The company run regular team events called ‘Show us your assets’ which bring the whole company together. They order lunch in for people and over a couple of hours they share some recent projects. As the company grows they have found this to be a really effective way to expose the wider team to work happening in different parts of the company. They also have an important social aspect, getting people to pause and chat over lunch. They have also started to run company hackathons – these have been half day events sometimes involving the whole company and sometimes smaller teams of volunteers. They put people into mixed discipline teams (client handlers, strategists, designers and developers) and ask them to create content around a particular theme. They give an outlet for all members of the agency to stretch their creative legs and provide them with content they can use to promote the agency.

As they have grown it’s inevitably harder to keep an ear to the ground and understand how everyone in the company is really feeling. They have also recognised that it’s harder for newer or perhaps younger people in the team to feel confident giving them their ideas or telling them what they really think. To provide an anonymous platform for people to give the company their ideas and point of view, and to allow them to keep a finger on the pulse of how people are feeling they signed up for a service called Tiny Pulse. It’s a micro survey service for internal engagement, a single question is sent out weekly to all staff and in a couple of minutes they can answer that, recognise some of the people they want to thank (Cheers for Peers) and give any ideas and suggestions. Sign up and participation is voluntary, though they regularly promote the initiative to raise awareness, and 89% of the team are signed up. Each week half to three quarters of those people tend to take part.