Nurturing Development & Creating an Oasis. Written by Bryony Matthews & Matthew Robinson
If you’ve been following the first two parts of this series, you’ll know why Liam Neeson’s iconic quote in Taken, Disney’s The Lion King, and even the British reality TV show Come Dine With Me, have been referenced in relation to the ironmongery sectors workforce.
As we reach the finale, you might wonder how themes of breaking an entry, children’s stories and the pursuit for culinary perfection can conclude in an all-encompassing fashion.
It is particularly challenging for anyone when opening dialogue to discuss the elephants in the room, to guide the conversation in such a way to ensure it is not too hard – and not too soft.
We can take a cue from Goldilocks, to connect the aforementioned themes, highlight the takeaway for the finale topic and draw the series to a close.
When it comes to creating an oasis in the work environment and nurturing personal development, we want to get it ‘just right’. Unlike the example that can be found in Goldilocks, however, we don’t want to do so at the expense of disrupting others.
There is a risk that what works for one, doesn’t work for another. And insufficient plans can be a catalyst in the pursuit of jumbo opportunities and desire to migrate to pastures new.
Cultivating an environment that encourages professional development and a working environment to thrive in, requires both a collaborative effort, and understanding.
Whilst Goldilocks had no business in doing so, there is a benefit in trying new things to find the best outcome. With so much specialist training available for different areas of CPD, here are some initiatives that can double up as ways to help in addressing development and creating a healthy work environment, in a new way:
1. Learning Effective Meeting Strategies
If Family Fortunes surveyed the top things people say when leaving a meeting, ‘that could have been an email’ must be at the top of the board. Every meeting that is perceived as ineffective or of adding little value, risks chipping away at engagement as well as morale, and sets the expectations for undesirable meeting culture. Various studies and research highlights just how much time is spent in meetings and is considered as unproductive. Investing in developments to improve meetings is a great way to change culture and ensure a nurturing, refreshing environment to be part of.
2. Understanding Different Learning Types
Catering to different learning styles is not only beneficial for creating great presentations and training sessions, but directly impacts the retention of new information for your staff. By being inclusive of different needs, the overall learning experience becomes diversified and much less stagnant.
When investing in education and CPD, understanding learning types can indicate where additional support or time may be required due to the course material and its delivery methods. Without considering and assessing needs, there is a risk in terms of the return on investment from the learning objectives.
3. Cater to Different Motivating Factors
Reward schemes should be fair but that doesn’t mean they have to be a one size fits all solution. There are many initiatives on the market that support learning and development, gamification for objectives and encourage personalised rewards. This level of flexibility provides a level of autonomy and accommodates how one’s goals may change over time.
It is important to understand motivating factors and review throughout one’s career, however there is a risk that this information will not be shared unless there are strong foundations of effective communication and validation of progression needs.
4. Introducing Training Mentor Opportunities
As covered in part two of this series, there are not many titles for the taking. In some cases, this may mean that career progression looks like an uplift for taking on additional responsibilities. Even within the niche of ironmongery, there are further specialisms, whether it is product specific knowledge or a skill.
Utilising the experience of long-term employees and providing clear structures for mentoring can help to provide new opportunities for existing staff and open entry positions to a wider pool of candidates who can develop as the next generation of our workforce.
5. Education & Training in Specialisms
Having the appropriate learning frameworks in place will help in outlining the particular skills, knowledge, experience and behaviours required to fulfil duties in a role. With the recent adaptation to the GAI’s education programme, there is now opportunity to choose a specialist area at Level 3.
Utilising both education and learning plans, there is greater opportunity for less generic and more guided learning and engagement with the relevant and necessary CPD’s to support development of the workforce according to their needs.
As we reflect on this series, from considering why people leave, as well as the opportunities and oasis that talent is looking for, it becomes apparent that the elephants in the room all have commonality when it comes to mitigating the associated risks.
Our ability to connect, and remain connected, is at the heart of successfully addressing these matters.
That is not to say that connections are limited to one dimension.
Remaining connected includes being open to growth and supporting development, even when it means parting ways. Hiding away from such conversations can be counterintuitive where departure is inevitable.
There is much to be said for a community that not only allows but encourages someone to explore a new challenge, even if only to return in a boomerang fashion.
There is much to be said for a community that hands down knowledge and invests in the future.
There is much to be said for companies committed to ‘help the herd’, and last but not least, address the elephants in the room.
Jumbo Opportunities & the fight for Heavy – Weight titles. Written by Bryony Matthews & Matthew Robinson
Over 986 million.
That’s the amount in US dollars that the highest-grossing traditionally animated film of all time made during its initial release in 1994.
Even in the animal kingdom, titles hold great social relevance- a concept that The Lion King’s narrative is hinged upon.
With its power to evoke emotions, it’s no wonder that the enchanting tale strikes a chord with us.
In the movie, when it comes to being King; Scar was overly entitled, whilst Simba was largely burdened – two polar opposite belief systems, that many of us may have witnessed in others, especially in relation to the working environment.
Whether it’s the formalities of being addressed properly, or what we do for work: titles can be a sensitive area, as they serve to summarise who we are- and what we have achieved.
In the pursuit of a winning title, however, we want to keep any recipes for disaster in the past, much like the ‘Come Dine With Me’ archives.
Titles might not be weighted to everyone in an equal sense, and for some: it might not matter at all.
Putting personal preferences aside, it’s important not to glean over the fact that it matters to some, and recognise that our titles go hand in hand with our career development, along with any respective promotions.
When it comes to new opportunities, a job title can offer clarity and succinctly represent the duties and expectations of the role and its responsibilities.
There is a risk, however, that it doesn’t.
This can cost time and money, delaying the efficiency of the recruitment process and the overall experience for our sectors workforce.
Integrating a new member of staff is a shared experience- it can impact the whole team and their respective workload, well-being and morale, both positively and negatively.
When it comes to the ironmongery sector, there aren’t many titles for the taking. Anyone looking for a heavy-weight title will want to ‘float like a butterfly, sting like a bee’ – not struggle to punch, like a fight in a dream.
It’s important for development and progression to be attainable to retain talent, or the zest for progression has potential to come and go as quickly as the latest viral TikTok.
In comparison to other sectors that may offer more consistency in titles and their respective duties, job titles in architectural ironmongery are often influenced by the size of the business and the number of departments – as a result, roles can include very different responsibilities, from one company to another.
The comparison for opportunities therefore, is not necessarily apples for apples, posing a risk that other sectors can be more appealing based on a more ‘weighty’ title.
SFR reveals a closer look into how strategic job titles can influence the recruitment process. Here are some insights and solutions to the matter at hand;
1. Reflecting the Problem: In some cases, hiring managers end up changing job titles and descriptions to attract more suitable candidates, after low engagement with vacancies. It’s essential that a job title accurately reflects and communicates the challenges and objectives a company aims to address, and it may require thinking ‘outside of the box’ to efficiently attract talent that is aligned with the mission and vision.
2.Considering Responsibilities: It is necessary to address the demands placed on the business to both determine and highlight the appropriate level of seniority and responsibility for each job title. Ensuring clarity on structure up front ensures that the expectations are understood and explains differences from one company to another, without assumption.
3.Communicating Flexibility Levels: Recognising that the size of the company largely impacts job titles and organisational structures, discussions should include where flexibility can be offered, or where there are more rigid hierarchies. This can help with a seamless fit into the business and avoid assumptions that a job title might come with expected levels of rigidity or greater flexibility.
4.Fostering a Culture of Growth: Understanding how much someone is driven by their title helps in creating a culture that values talent development and growth. Clarity relating to the job title, such as how the role might transition into a more senior role, or what training aligns with the expectations and responsibilities of the position can motivate and retain top talent.
5. Prioritising Individual Development: Implementing individual development programs to nurture and support future talent ensures that growth is not left to chance. By offering personalised growth plans, organisations can address any discrepancies in expectations relating to the job title early on and ensure that employees have the opportunity to reach their full potential.
By reviewing these factors, companies in the architectural ironmongery sector can attract top talent, reduce risks, and create a thriving workforce.
Whilst strategic methods can be used to attract talent through an effectively communicated job title, the creation of great opportunities is multi-faceted.
Where candidates are concerned, the pursuit for what is ‘ideal’ is personal, and it can easily leave anyone lost in the woods.
If you are looking for your next jumbo opportunity, remembering to remain open to exploring options, trying new things and asking key questions goes a long way in finding the right fit.
SFR Recruitment Solutions are very excited to be working on this exciting position to join an established and leading supplier or Ironmongery and Doorset solutions.
Main Purpose of the Job
To support field sales teams, respond to client’s invitations to tender and manage ongoing projects.
Essential Skills
Scheduling Architectural Ironmongery
GAI Diploma holder
Key Activities
Producing accurate and compliant door schedules and estimates
To ensure that all customers quotations are handled quickly and effectively and are followed up within the time standards agreed.
Manage new and existing projects
To manage clients’ contact at all levels
Be the eyes and ears of the company and provide feedback to the Directors on compliance, developments, competitive innovations, and perceived customer needs
Nice to Have
Knowledge of sales of Timber Door Sets
Reg AI
Relevant professional qualifications
If you are interested in this position, please contact SFR Recruitment Solutions.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
We have an exciting opportunity for a Contracts Coordinator to join our team in London.
Due to a continued increase in business, we are steadily growing the team, and we are currently looking for a Contract Coordinator – London.
We’re looking for someone with an eye for detail, who can combine precision with superb customer service and people skills.
This is a fantastic prospect to join a company that prides itself in developing employees, ensuring they are equipped to meet their goals and targets.
The successful applicant will also have autonomy to diversify their role within the branch and progress throughout the group.
Your main duties will be to manage the post-order activity on projects which may contain products across a range of different solutions (i.e., ironmongery, doorsets, access control),
coordinating the project(s) efficiently, correctly and to the customers deadlines, as well as maintaining information chronological to build a project timeline.
Key Responsibilities
• Be the first point of contact for customers, managing the end-to-end process from order to delivery and ensuring activity is correctly documented.
• Liaising with customers, suppliers, and internal departments to ensure that projects are delivered on time and to standard, with a key focus on exemplary customer service.
• Costing (including revisions) and commercially reviewing projects to ensure the business maximises its opportunities. Training on this, branch processes and systems will be provided.
• Forming connections with customers and key internal stakeholders, building trust and effective workplace practices.
Skills & Experience
Essential
• Natural communication, a team-oriented mentality, excellent interpersonal skills
• Strong IT skills (especially Microsoft Excel & PowerPoint), numerical and organisational
skills, and an excellent telephone manner
• A practical and efficient manner with effective time management and a precise and methodical
attitude to tasks
• Self-motivated and focused, with a desire to provide the highest levels of customer service
Desirable
• Experience in contract management, architectural ironmongery/doorsets, or the construction industry
• Relevant industry courses such as DipGAI or FDIS would be attractive but not necessary.
What you’ll get in return
23 days annual leave, plus bank holidays
• The chance to join Grab – our one stop shop for all things discounts, benefits, communications and recognition
• Company bonus scheme
• A contributory pension scheme
• Awards where our colleagues are recognised quarterly and annually
• A generous staff discount scheme
• A range of training and development programmes to help you progress your career
If you are interested in this position, please contact SFR Recruitment Solutions.
Our client is a leading supplier of performance doorsets and architectural ironmongery providing high quality products ideally suited to the health, education, commercial, defence, office fit-out and high-end residential markets.
Job Title: Estimator
Remuneration: £25,000 – £40,000 (Dependant on experience) + bonus
Role:
Estimator position dealing with a manufactured range of performance doorsets and ironmongery
Managing all inbound enquiries via telephone and email
Read and interpret customer requirements before producing quotations
Build and develop relationships with architects and tier 1 contractors
Deal with any other general admin and technical enquiries
Dealing with multiple order and enquiry values up to circa £1m
Requirements:
Must have estimating experience within the construction industry
Ideally will have experience working with doors, doorsets, hardware & ironmongery.
Ability to read and interpret technical drawings
Excellent communication skills, both written and verbal
High levels of attention to detail and organisation
Full UK driving license
Hungry, intelligent and humble
Works well in a team or alone
Customer service orientated
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Our client is a leading manufacturer of custom-made steel door and fire door solutions.
Decades of manufacturing experience, designing and making quality products whilst offering first class customer service.
Brief Description of Job Purpose:
The purpose of this role is to lead and own the safe and efficient operation of the Research and Development team, its development and design and certification of product current and future products to meet the customers’ needs by the most cost-effective method of manufacture through existing or by proposing new technology, that support the development of new business that grow profitability.
Key Accountabilities:
Ensure a safe working environment for all employees and continually improve the environment and procedures, reacting to suggestions and proactively searching for issues.
Ensure quality is improved by ease of design and proactively seeking methods to improve performance.
To ensure that production costs are kept to a minimum and calculated at design, checked at design release, constantly looking for ways to improve profitability.
To look forward and strategically suggesting new technology and alternative processes/methods of manufacture that will benefit the business.
Develop the members of the team to upskill/cross train and engaged.
Ensure all certification is up to date and testing that enables to sell product into specified markets.
The development and introduction of new products to market with the appropriate certification and test results.
Key Responsibilities:
Ensuring safe practices are adhered to on site and off site.
Identify and help rectify any unsafe practices and assist with leading indicator safety reviews.
Drive a culture of support and development and zero waste through SQDCP process, improving performance to maximise KPI’s using lean tool and techniques.
Ensuring OTIF for not only the R&D department, but for the company are met.
For undertaking audits of the management system.
Assist in technical assistance for customers.
Manage employee performance regarding following company policies such as safety practices, absenteeism, and disciplinary procedures.
Manage the team’s development plans and cross training, ensuring timing plans exist and are communicated to the teams on said developments.
Effectively communicate to the team the section company performance and direction.
Lead new product development, proactively suggesting improvement to products to remove cost and improve efficiency.
Set the standard and implement lean principles in sections such as 5S, Standard Operations, Visual Management, and value stream analysis.
Lead audits in the section on time and to a high quality, identifying improvements and dates to complete actions.
Lead and own the generation of product development plans and ensure they are achieved.
Report daily, weekly, and monthly on section performance in line with the KPI’s in the quality manual and at the various review meetings.
Ensure any spend in the section is within budget.
Identify new equipment and processes that can help to improve gross margin within the section.
Manage all certification ensuring budget costs are provided annually to accounts and managed throughout the year, including testing and paperwork.
Assist is special projects as and when required which may be in other departments.
If you’re interested in in this position, please contact SFR Recruitment Solutions.
Our client is a family owned supplier of performance doorsets and architectural ironmongery providing high quality products ideally suited to the health, education, commercial, defence, office fit-out and high-end residential markets.
The core mission of the Regional Sales Manager is to increase new business revenue from a developed pipeline and support a Technical Sales Manager by breaking down barriers and opening doors to secure audiences and build trusted and lasting relationships with new and existing clients. Customer contact is mainly face to face with transactional activity via the telephone as well. You will be working as a team with the technical sales manager.
Since the beginning of 2022, the wider sales team has been refining and cleansing the sales pipeline implementing major improvements to the sales process through a development of Gateways for both the external and internal sales teams. With a high potential (£17M) of quoted work with requirement for delivery in 2023, in London and Southern England alone, there is a need to support an existing technical sales team by helping to open doors and break new ground with existing and new clients, through; persistent, energetic, passionate and personable approaches, to open the mind, and close the sale.
Main Duties
✓ Build relationships with New & Existing Customers (Contractors)
✓ Build relationships with Architects and get specified on identified major Projects/Industry Sectors.
✓ Achieve Sales Targets and manage the front-end profitability of the territory.
✓ Provide consultative/technical advice to clients on fire test certification within Project Specifications
Please get in touch with Matthew at SFR Recruitment Solutions if you wish to learn more or apply for this position.
Our client is a specialist manufacturer of high-performance veneered doors and doorsets, fire and acoustic doors and doorsets. This business prides itself on innovation and continued technical development.
Estimator.
This is a full-time permanent position working Monday – Friday 8.00am – 4.30pm based at offices in Braintree, Essex.
Salary dependant on skills and relevant experience.
This Estimator duties will include but is not limited to:
1. Formulating quotes using in house data and supply chain quotations and send them to clients
2. Understanding and reading from technical drawings
3. Assisting with the tender process as required
Key Skills and attributes required to be considered for this role are:
1. Excellent numeracy, literacy, and IT
2. Technical Drawing knowledge
3. Confident user of Microsoft programs
4. Previous building and construction/civil engineering background preferable
5. A Levels or Degree within business, maths, engineering or similar preferred.
Great Benefits to working for this company include:
Our client is a single source supplier of performance doorsets and architectural ironmongery providing high quality products ideally suited to the health, education, commercial, defence, office fit-out and high-end residential markets.
With over 150 years of combined management experience within the doorset and ironmongery industry, they have invested more than £10m to create two state-of-the-art manufacturing facilities.
The newly created role, Ironmongery Estimating Scheduler. It is an opportunity to join the team right at the beginning of our new journey where our client will improve customers experience by implementing a new robust ironmongery scheduling system which will integrate with and improve both our internal and external existing supply chain processes. Enabling us to look with confidence to grow our ironmongery and integrated package sales which is the future of the industry.
Principle duties and Key Responsibilities
To diligently develop certified integrated package specifications.
To accurately and commercially prequalify and prepare customer quotes and pricing schedules, ensuring company margins are protected and customer expectations met.
Liaise directly with customers explaining our quote in detail and assisting with any queries, by telephone, email, Teams, or site visits – wherever possible building trust and relationships.
To provide necessary technical, product specification and factory recess (CNC) support to your Door Scheduling and Door Production colleagues.
Coordination of incoming supply of project specific “Free Issue” components from our customer supply chain partners.
To ensure that any design changes or variations within a contract are captured.
Represent the Company at industry events and forums.
Work towards industry recognised Continual Professional Development.
Essentials:
Experience in understanding how to commercially analyse ironmongery schedules in conjunction with door schedules, general arrangement drawings, fire strategy drawings, lock suiting strategies and NBS P21 specifications.
Recent experience using the Intec Door Scheduling software.
GAI Diploma is Scheduling or equally approved equivalent.
3 years + ironmongery scheduling experience.
Driving License.
Competent on all Microsoft Office applications, in particular Excel.
Desirable:
An appreciation of the criteria of L20 specifications and previous experience in supplying “Integrated Doors and Ironmongery” packages.
Benefits:
You will be auto enrolled into the company pension scheme after three months’ service, where current levels are at 3% employer contribution and 5% employee contribution.
Your holiday entitlement will be 25 days paid holiday per annum; a number of which must be taken in conjunction with Christmas, New Year and Easter. You will also be entitled to 8 days paid statutory holidays per annum. The holiday period runs from 1st October to 30th September each year and your holidays for the period will be pro rata accordingly.
Death in service life assurance benefit equivalent to 2 x annual salary • Free onsite parking
If you are interested in this position, please contact SFR Recruitment Solutions.
