About Timothy James Consulting

The company use a career road map to ensure that each consultant knows in which direction their career is going, what they need to do to get there, what coaching will be offered to help them and what awards will be accrued when they reach their goal. Employees are rewarded through bonuses and incentives which encourage them to work at maximum capacity. After every year of service, the Directors take the individual employee for congratulatory drinks and discuss their successes. Listening to the employees ambitions, the Director(s) suggest potential development and further avenues for exploration. Employees are made aware of opportunities to develop in terms of promotions or sideways movements.

Celebrating the third UK office's first anniversary, the Manchester team were joined 'up North' by all of the Directors for a birthday extravaganza. Whilst their outlook and practice is now global they continue to remember and reward their local teams and roots. In keeping with their British heritage, they chose a Bond theme (who coincidentally was also celebrating a birthday, albeit a 50th). Continuing on from the Monaco excursion, glamour was the name of the game: a colleague played theme tunes and company-related songs on a grand piano to a captivated TJC audience! Bow ties, tucks and long dresses in tow, the team in all their grandeur were then treated to a luxurious celebration at Opus one and 235 casino. Each member of the team was given a select amount of money to spend on the 'wheel of fortune'. Free flowing martinis, conversation and entertainment all resulted in a night to remember with everyone finishing the night shaken and stirred!

The entire organisation is rewarded for their hard work through an attractive incentive system which is two-fold; offering generic rewards that everyone competes for, and personalised prizes that ensure a heightened sense of employee satisfaction. By setting generic achievable targets on a weekly, quarterly and one off basis - consultants work towards rewards such as an exotic holiday for their entire team, Mont-blanc pens, Friday beers, sports car racing days, spa weekends in 5 star hotels, additional holiday time, Ipads or lunches at Michelin-starred restaurants. An additional 'money can't buy' luxury experience, that has been tailored to suit a particular high performing individual's interests, is given out on a quarterly basis. For instance, Alka Graham (mother of two) generated £1m revenue for TJC and was presented with her choice of reward (a family trip to see her favourite band in Paris), by TJC's CEO at a company-wide function. Not forgetting other integral members of staff, the administration and operations teams are also exposed to this target system if they meet their KPI's or are nominated as Employee of the Month. Recognition and appreciation is integral to the business and was reflected in last year's low attrition figures. Smaller day to day accomplishments and innovative acts are highlighted to the company at large via congratulatory company-wide emails, which encourage both the team and individuals to succeed.