Is Covid-19 (Coronavirus) a catalyst for change?

We find ourselves in unprecedented times.  Change is not just necessary but inevitable.  Covid-19 as a global pandemic is gathering momentum with its peak not predicted for a few more months yet.  Schools are now closed until further notice and mass lock down looks likely. The ramifications are going to be huge.

Business Impact

The impact on all businesses is inescapable.  No one is immune from the health, family, social, business and economic impact the pandemic is and will have. The vulnerable and elderly are to be protected, business are sort of being helped, exams have been cancelled with a huge impact on the people due to sit them and move on to the next stage in their lives, although with food and medical and the supply chains needing to remain operational some will escape the worst of it.    

Economic impact

It is too early to predict what the fallout from this will be but early predictions are for a global recession, the likes of which could be far deeper and uglier than the last financial crisis.  Stock markets have tanked, exchange rates are down, values of companies have been slashed and pensions etc. are a worry. Unfortunately, there are going to be many businesses that won’t survive this pandemic and there are others that will be transformed.  This could be the beginning of a new way of working for us all.  Although Government intervention with £330B sounds impressive, I don’t think grants or loans will help long term because this money currently needs paying back.  If the Government gives it as aid, the money has to come from somewhere and most likely in the form of increase in income tax, corporation tax, VAT etc.

Social impact

All our lives are on hold.  Sporting, social, family and business gatherings have been cancelled. Our elderly and vulnerable are going to feel isolated, alone and frightened.  We should all do what we can to help those in need and put the extra effort in to stay in touch and help them.

Many have moved to remote working where possible.  This in itself is no problem but there are plenty of jobs where that’s not possible.  Where it is possible, technology comes in to play here and we have been talking for some time about utilising technology to enable smarter working and now we are forced to make this work.  For those who already work from home/ hot desk, it won’t make too much difference, although previously it was optional.   This is likely to open a can of worms for those that get used to working in this way and see the benefits.  When we are over this, what is the advice that should be given from a HR prospective? Will remote / flexible working become the new norm?

Climate change – the positive impact

Every cloud has a silver lining.  The impact on climate change is going to be a positive one due to the immediate reduction in travel on a local level and globally which will help offset some of the negative impact that’s coming.  The downside of course, is the businesses that rely on this to make a living and to keep people in jobs. The airlines, hospitality, leisure industries are going to be hard hit but where do we draw the line at Government intervention?  If you do it for one, morally you should do it for all.

IR35 delay helps for now but more should be done

The delay of IR35 for 12 months is a small reprieve but more needs to be done in terms of its revision, implementation and general catch all.   It does however allow private sector businesses to utilise short term, flexible experienced interims to help restructure, change, transform, turnaround or provide practical business experience, HR advice etc. I think this will be needed more than ever as organisations come out the other side and (depending on the lock down scenario) will need it to get them through these uncharted waters.

Engage with the experts

The benefit of using experienced executives on a short term basis is to impart their knowledge and expertise on how to navigate through this as they have been there before. They can then be fully utilised for either restructuring, turnaround, change or enabling BAU.

Few business and political leaders have had to lead through a pandemic of this nature nor deal with the economic fallout.  Several factors will come in to play including, how they deal with uncertainty, the structure and adaptability of their businesses, how they are affected personally and how agile they can be to what will be a new world. 

Perhaps now is the time to bring in the help to have any chance of survival and hold open the jobs, ride the return to normality wave and go on to prosper.  Panic is not the answer and indeed more consideration should be given to working through this. Change, transformation, restructuring and turnaround experts who can quickly get to grips with the issues, have expertise in crisis management, can advise Boards on the best course of action and implement and deliver the plan.  Waiting is not a strategy.  Adaptability, innovative thinking and willingness to change might just be the survival strategy that’s needed.   

By utilising the experts, many of whom are available, organisations of all sizes will be stronger and more resilient for the future upturn that will come.

Let’s talk. Please get in touch for further discussion.

Keep safe.

 

Does the engagement of an interim manager ensure project success?

Follow the link below to our latest article in Executive Grapevine as featured in The Guide To Interim Management



https://www.executivegrapevine.com/content/article/magazine-2018-02-06-does-the-engagement-of-an-interim-manager-ensure-project-success

Brexit and the Circular Economy

Having attended the RWM / Energy event last week, I was interested to update on latest developments with the Circular Economy, Energy from Waste and Recycling / Reprocessing / Waste sectors.   What became apparent is that whilst the UK is pushing to develop a circular economy there are huge opportunities in what is now becoming the Global Circular Economy.  This got me thinking.  Will Brexit (whatever Brexit means) have any impact on the objective of achieving a world where we reduce resources and extend the lifecycle of what we use and recycle as much as we can if we leave the EU?

For those unfamiliar with the terminology the circular economy is a modernised version of the old ‘reduce, re-use, recycle’ mantra with the objective of stripping out waste, streamlining supply chains and converting what we can into energy.  The market opportunity is huge and with the changes afoot the Global Circular Economy could be a $1 Trillion opportunity.  In the UK alone this could equate to £3-6 Billion and the creation of 50,000 jobs.  

All the respective sectors and businesses within those should all be contributing.  Ultimately we need to reduce the amount of waste going to landfill and I believe any businesses producing waste of any description has a duty to fulfil.  This then extends to the domestic world and peoples behaviours in their homes, buying habits in terms of purchasing what you need not what you think you need and everyone contributing to a less wasteful existence.  These behaviours are interchangeable as habits become the norm if practised often enough and what might be a move to reducing the weekly shopping bill at home can actually extend into achieving resource efficiency in business.

Education, Legislation and communication are key and it takes the leaders of business, Government (central and local) to push this down from above.  After all there are money making opportunities from the renewable sources of energy that can be created, the cost savings in reducing materials spend and reducing waste;  so why wouldn’t you?

It is more important than ever that we work together what with an ever increasing population, rising commodity and material prices and working through global supply chains to reduce firstly what’s purchased and then secondly what we send on a journey.  Making that process as efficient as possible is imperative in order to attain the goal.

What can be done when so much change is needed?  A start would be to ensure the best and right talent is being utilised to full effect.  Engaging experts in the field that can drive forward the agenda within companies seems to me to be a hugely important part of the achieving the goal.  Individuals without the distraction of day to day BAU that can push the difficult tasks and drive a cultural change within the business.  Additionally those responsible for the corporate social responsibility agendas in businesses have a great opportunity to drive a zero- waste and re-use culture which in turn will result in improved efficiencies and more profitable operations.   

There are of course many businesses now involved in the resource efficiency market from those involved in building and operating Energy from Waste plants, Recycling, Renewables and so on that are all running businesses and making profit from this. Waste has become a valuable resource and although we should all try to minimise it, it’s hugely important that it’s dealt with in the right way and in the right place.

The Waste sector has been driven by EU legislation for quite some time and it’s vital that the UK does not lose ground.  We need more progress.  Europe’s economy has created vast wealth in part attributable to the trend of improving and re-using resources.  Sub industries have grown and flourished and can go further across Europe and indeed globally.  It was in fact the UK that was an early adopter and leader in the EU of addressing environmental issues with the introduction of the Control of Pollutions Act 1974.  Whether or not Brexit will have any impact on this remains to be seen but it seems to me that as part of the mammoth task that lies ahead in terms of managing an exit (possible) from Europe, we need new legislation in place to reach our goal of attaining Zero waste businesses and ultimately cities to co-exist with the ensuing trade agreements that are going to follow.

Steven Wynne

For further discussions please contact Steven Wynne at steven.wynne@macallaminterim.com or telephone 01423 704155

FM services sector is on the up

According to the latest quarterly report from the CBI Service Sector Survey, the FM services market has seen a healthy boost in levels of business. 48% of companies surveyed reported a rise in business volumes, 22% increased selling prices and 47% an overall increase in profitability.

The UK services sector remains the largest part of the economy, accounting for about three quarters of economic activity and this increase in activity is mainly as a result of the wider economic recovery and improved confidence.

The other key development in the market is the recent trend in outsourcing and shift away from single service contracts towards bundled services and total facilities management packages. Private and public sector clients are now looking  to reduce procurement costs through seeking ‘one-stop-shop’ solutions, a trend which  is expected to continue.

What does this mean for the sector and how does this translate for recruitment? With the recent return to positive growth, the FM sector is now expected to continue developing with a predicted forecast of £23.2 billion by 2018.

In response to this companies are now required to upskill their existing workforce and attract new talented recruits capable of adopting new technologies in order for businesses to maintain their competitive advantage in the workplace.

Macallam remains well positioned within the FM arena to assist with any potential recruitment needs either on permanent or interim basis.

For a private and confidential discussion, please call 01423 704154 or email enquiries@macallam.com

Business leaders need to focus on adoption of new technologies not deployment

Large companies will all agree that in order to reduce the productivity gap, investment and adoption of new technologies is key; yet even with this investment why are people still working in the old fashioned way?

As recently quoted by Sacha Romanovitch, Chief Executive for Grant Thornton UK “we define ourselves by working in boxes, like when you’re running factory shifts and you need to be physically there. We have still not broken out of the paradigm of the industrial era”.

Top talent are now bringing their own list of job requirements including increased flexibility, job mobility, and teleworking so having the technologies in place to support these is vital for companies wishing to grow their skills pool.

Technology will help attract, build and retain the next generation of business leaders. Exacerbated with the increased number of Baby Boomers retiring and Millennials entering the workforce, the latter of whom have grown up with the Internet; companies really need to embrace the latest technologies and market intelligence and failure to do this will in the long term lead to a talent management crisis.

For further information please call 01423 704154 or email enquiries@macallam.com

For full details on the article click here

Q2 of 2015 sees a slow down in M&A activity in UK FM market

According to research by Grant Thornton, Q2 of 2015 has seen a slow down in Mergers & Acquisitions activity in the UK FM market.

Q1 was possibly artificially inflated with Kiers acquisition of Mouchel which has been the largest transaction seen in the sector since the private equity-backed buyout of Keepmoat in Q3 2014.

The slow down has been driven mainly by lower activity among international buyers following uncertainty in the UK market post July budget and the concerns regarding the potential impact of the increasing minimum wage. Large contractors are already confirming that increased labour costs will wipe out significant profits from their bottom line and that share prices have already seen a significant drop.

With this underlying level of uncertainty surrounding profits outlook, M&A activity is unlikely to pick up as clients need stability. Other evidence reveals that whilst most clients appear to trust the relationships they have built up with their contractor and are prepared to give them the space to watch how things progress, they are now quicker to consider re-tendering if standards slip; so the emphasis on people performance and delivery is key.

Unfortunately as an industry sector, whilst offering a wealth of career opportunities; people tend to fall into the FM profession rather than choosing it and with the impending retirement of baby boomers, the industry will be faced with severe talent shortage at middle and senior management level. Some key players are aware of the cost to the business and the importance of preparing a talent funnel.  

In response to this Macallam have developed a fully integrated recruitment solution to assist clients in becoming an “employer of choice”.


For further information please call 01423 704154 or email enquiries@macallam.com