ensuring that projects across the Company have representatives of different departments working on them so that technical skills and knowledge are utilised, allowing us to save cost and provide a better experience for our colleagues and customers. We have also decided not to have a senior leadership team. Instead, we have a leadership team comprising of senior managers from across the organisation. Their responsibility is to relay information to their teams and gather feedback from colleagues on proposed initiatives and the Company’s financial performance.
they know what our organisational and departmental objectives are and are encouraged to participate in creating their own goals through 4x4 development check-ins. They are clear about the Company’s long-term plans and can see how those can benefit their development. It is important to us that each colleague knows how they can contribute toward Argyll’s goals. We also introduced a company-wide bonus, entitling each colleague to earn a guaranteed minimum of 2.5% of their annual salary every quarter.
hosting regular all-company calls with Q&A sessions. This empowers colleagues to ask questions anonymously if they wish to and provide their thoughts and feedback. We created People’s Voice at Argyll – a group of diverse representatives from across the company. They actively seek input from our colleagues and gather ideas supporting the Company’s progress. The leadership team meets with People’s Voice colleagues quarterly to listen to feedback, work on solutions together, and make decisions on the next steps. New ideas are taken on board, and all colleagues receive feedback which we’re planning on publishing on our intranet.
encouraging them to take responsibility for their professional and personal development. It is our colleagues who seek out conversations with their managers about their performance through a framework of quarterly development check-ins. Our colleagues are also responsible for setting their individual quarterly objectives aligned with departmental goals. It is crucial that our colleagues are seen as individuals with lives to live outside of work, and that’s why our 4×4 development check-ins also focus on personal development and support that our colleagues might need from us to achieve their goals. We want our colleagues to think for themselves feel empowered and be in control of their professional and personal life.
our colleagues were responsible for creating Argyll’s values. It was important to us to ensure an alignment between the company and individual values. We arranged workshops with our managers, brainstormed ideas, and relayed those back to colleagues. Based on the feedback we received, we then regrouped and created values focusing on the pride of place, power of teamwork, exceptional service and forward thinking. It was important for us to ensure that all four values link to both our business and employer brands, and that our colleagues are at the heart of them.
Leadership Programme – 30 colleagues are going through a 12 o 18 month-long leadership programme to acquire operational and strategic leadership skills.
4×4 Development Check-ins at Argyll – colleagues responsible for setting their individual quarterly conversations with their line managers and coming up with their quarterly goals.
Humility and trust are woven into our daily practices – seeing colleagues as individuals with lives to enjoy outside work and trusting them to do a good job whilst at work by measuring output rather than input.
Regular socials, including summer picnic and Christmas party, team lunches, and breakfast at work.
openly encouraging our managers to see our colleagues as human beings with lives to live outside work. Both John Drover and Emily Smith, our COO, value humility and want to ensure that all practices support our colleagues professionally and personally. They have introduced annual company awards aligned with our values and actively champion the power of teamwork. In their eyes, we are all one big team working towards the same goal. Both are focused on forward thinking and encourage managers to propose new ways of doing things. They are also hugely passionate about our product and can spread the love for our buildings and service wherever they go.
• Company-wide bonus entitles each colleague to earn a guaranteed minimum of 2.5% of their annual salary every quarter.
• Flexible working from day one of employment
• £1000 refer a friend bonus
• Pregnancy loss policy – Team members who suffer a pregnancy loss, whether it happens directly to them, their partner or their baby’s surrogate mother before 24 weeks of pregnancy, are entitled to time off work to deal with this loss. Our pregnancy loss policy allows team members up to 4 weeks of fully paid leave
• Family and dependants leave, including pets – There is no set amount of time; this will be determined on a case-by-case basis depending on the emergency and your proximity to the dependant. Up to 2 days a year are fully paid leave.
• IVF policy allows colleagues paid time for IVF treatment and access to the Peppy app.
• Menopause Policy with access to the Peppy app.
• Access to a wellbeing app – Aura
• 50% gym membership discount
• Sickness pay – up to 4 weeks of fully paid sick leave per year.
• Private medical insurance for all colleagues from day one of employment.
Argyll operates a collection of exceptional workspaces in central London’s most desirable locations. We offer private offices, coworking space, virtual office services and meeting rooms for businesses of all sizes. For over twenty years we’ve been driven by a desire to create the finest workspace experience for our customers. We combine iconic addresses, elegant architecture, and design, with personal and attentive service. Every detail is considered to ensure our customers’ days run effortlessly.
Danuta Trestka
Head of HR
33 St James’s Square
London
UK
Real Estate
John Drover
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