About Pagan Osborne

Pagan Osbourne provide the framework and training but it is their managers who bring everything to life. They work closely with their team so that they are aware of exactly what’s going on so are perfectly placed to give timely praise and recognise a job well done. Every year, new objectives are set in conjunction with the individual and every month the manager holds a 1-1 meeting where they review progress, and can help alleviate pressure points if and when they appear. Their annual Personal Development Review (PDR) records the person’s overall performance and their rating influences pay awards, as exceptional performance is given above average pay increases (when the business is able to do so). As managers are aware of progress and regularly check client feedback and commendations, they personally recognise achievements and make sure that their director also knows of any key successes. In turn, the management board then recognise successes by sending cards to high achievers on a monthly basis and praising top performers in their monthly blog.

Pagan Osborne have held several social events throughout the year, from quiz nights to a fireworks night at the end of the Edinburgh Festival. They recently put on a pizza and wine night to celebrate the successful move into their new Edinburgh office, and to thank colleagues for all their hard work. Probably the most memorable and talked about event was their participation in the CHAS beat the borders day. 15 staff members of all ages from 4 of their 5 offices, took part but even those who didn’t enter were still talking about it. The day was physically challenging but the team raised over £5,000. Some of them are already asking if they can do it again next year! The most recent internal event was held by the manager of the Executry team – Fiona Shields. Fiona planned a half day team event in the Edinburgh office, where part of the day was spent looking at personality types within the team to help them communicate better by recognising each other’s strengths and adapting their communication style to suit different personalities. After the session the team were taken out for lunch and then enjoyed the Edinburgh Festival. Additionally, several managers and teams have organised team events over the weekend, for example, drinks and dinner at one manager’s house and an outdoor barbeque which the whole team, their partners and children were invited to.

Pagan Osborne have used Best Companies to administer their engagement survey for the past 7 years. The feedback from the survey has allowed the organisation to make targeted improvements in a variety of ways. Firstly, senior leaders looked at companywide and strategic improvements, but they also believed that it was just as important to tap into the passion and enthusiasm of their people so tasked them with identifying areas of improvement that were important to them, and then to create team action plans. They also frequently ask for feedback through internal surveys. One recent example was when the organisation introduced flexi time. The management board had approved the concept in principal but before they took it further they wanted to know if their people would actually value it. Approximately three quarters of the business took part in an internal survey and 84% of colleagues said that they would welcome the opportunity to work flexibly. They then moved to a trial where once again they asked for feedback, the end result was the creation of a tailored approach, unique to their business, rather than the use of a traditional computerised system. Additionally, they capture feedback and ideas from new starters and leavers as part of their induction and exit interview processes.