The Smarty Train-Nothing to do with sweets

[POSTMAN]

Challenge
With over half of their workforce reaching retirement age within the next 10-15 years, Royal Mail Group (RMG) recognised that there was an increasingly imminent need to plan for their future workforce. As a result, RMG sought to improve their ability to attract and retain top talent, specifically in the under-30 age bracket.

The Smarty Train (TST) were commissioned to provide strategic guidance on improving RMG’s under-30’s Early Careers experience by better articulating their Development Value Proposition, thereby equipping RMG with a clear direction towards building their future leaders.

"Creating a DVP with TST gave us exactly what we needed to drive a culture change project for the next generation of our graduates."
- Graduate & Talent Manager, RMG

Solution
Lego included!
Working closely with RMG stakeholders, TST conducted qualitative research targeting the development journey of key under-30s groups who were expected to drive the future leadership of RMG: Graduates, Apprentices, and Front-line Workers.

The main research objectives were to understand the current EC development experience across business areas, including challenges and opportunities, and to explore what the future of EC development could be at RMG to better attract and retain top talent.

Using mixed methods of research including 1:1 interviews, focus groups, and surveys, we met with stakeholders from across the business to truly understand the Early Careers experience and needs at RMG.

Result
Following our research, TST produced an in-depth and extensive report with detailed observations and analysis for the target populations, along with a bespoke Development Value Proposition for each. In addition to the report, RMG were provided a clear approach for activating their new Development-led Early Careers promise, featuring both short-term and long-term recommendations for RMG to use to shape their future Early Careers strategy.

Impact:
+ 1500+ Minutes of collaborative engagement .
+ 300+ Early Careers participants surveyed.
+ 40+ Senior stakeholders consulted from across the business.


#Build 'No words' with Lego

[ted_e_bear]

Yeah out with the old, in with the new, a great idea, all our, albeit limited amount of new starters for the last couple of years have been quite young,under 30 I think, oh and guess how many are still with us.....

None

[Basildon Bond]

From the paper on the table bottom left, they are challenged to build Angkor Wat (perhaps the largest religious temple in the world). And they have to build it out of Lego. Not sure what skills doing this really shows... except you are prepared to waste time on an impossible task that is ultimately meaningless and no one benefits from? Perfect.... you're hired!

The guy running the room doesn't look too happy...

annoyed.png

[HTPostman]

Ridiculous.

Royal Mail; here are a few quotes and reasons from my colleagues under the age of 30 who have left:

Because I have to book annual leave 12 months in advance.

I can’t just take a day off now and again to meet up with distant family. It has to be booked in (see above).

Because I don’t know my day off the following week until sometimes the Saturday before.

I’m fed up arguing with managers about workload.

I was given a 25 hour contract and just expected to do overtime.

The daily argument about finishing on time so I could pickup my kids wore me down.

It was my grandads funeral and I was told I couldn’t have the day off unless I worked my actual day off (Saturday) that week.

I went back to Tesco, easier job for pretty much the same pay.

There! No Lego, corporate spiel or models of Angkor Wat required. All I ask in return is for a tube of smarties.

[adb2aber]

Guy in the pink shirt has got some stuck up his nose

[pieoftheday]

Is this about recruiting managers or posties?

[Grinder64]

Did Rishi Sunak write this bilge?

[funkflex55]

Guy in the pink shirt has got some stuck up his nose

The girl on the right just let one go!

[k979aaa]

More bloody managers

[Mr Rush]

Is this about recruiting managers or posties?

You'd think when the topic of RMG's workforce comes up it would regard the people doing the actual work. And at a time when their employees are leaving in droves and delivery offices are understaffed and no-one wants the damn job, that "attract and retain" might refer to solving those problems in operations. Alas, in their contempt there is no way they could possibly talk of "top talent" and mean us.

[pieoftheday]

Is this about recruiting managers or posties?

You'd think when the topic of RMG's workforce comes up it would regard the people doing the actual work. And at a time when their employees are leaving in droves and delivery offices are understaffed and no-one wants the damn job, that "attract and retain" might refer to solving those problems in operations. Alas, in their contempt there is no way they could possibly talk of "top talent" and mean us.

What a world eh