Sullivan & Stanley (S&S) has redefined what it means to put employees first. Recognised with silver for Best Employee-Centric Approach at the UK Employee Experience Awards 2024, S&S has leveraged its employees to inspire growth and drive business success.
At S&S, a specialist change and transformation consultancy, people are the foundation of every strategy. “An organisation is a collective of people who have agreed to work together on a common objective,” Steve Neary, head of talent at Sullivan & Stanley, told CXM.
Focusing on employees, the most critical part of the organisation, ensures they deliver exceptional client outcomes.
Building a business for good
Central to S&S’s ethos is the idea of being a ‘business for good.’ This idea fuels its employee-led approach, which encourages staff to challenge traditional methods and innovate. Founder Pat Lynes envisioned a consulting firm that fosters a culture where employees continuously seek better ways to work and collaborate.
“Our real challenges come as we try to help change our clients’ ways of working for the better—a core part of our work,” said Neary, showing how its internal practices mirror the transformative goals it brings to its clients.
The K2 Academy
Launched in response to employee feedback, the K2 Academy exemplifies S&S’ focus on its people. It is a learning and development program that provides training for employees to drive growth. Through a 100% response rate survey, employees identified barriers to their performance.
The poll revealed that challenges extended beyond the workplace, prompting the design of a holistic program that addresses professional and personal growth.
“The key for me was work, really protecting my time and setting those boundaries so I can perform at my best rather than being pulled left or right,” shared one employee.
Another added: “The pillar that was important to me, and I felt most able to develop, was my health. Those small steps are so important.”
These and other examples highlight the transformative impact the K2 Academy is fostering by encouraging staff to open up and deliver honest feedback.
From feedback to impact
S&S is transparent about the challenges of linking the K2 Academy to metrics like revenue growth and low staff attrition. The program’s impact is undeniable. “100% of our employees said they would recommend the program to others,” Neary commented.
The academy has become vital to attracting top talent and reducing reliance on agency recruitment. Many applicants reference the company’s commitment to development as a reason for joining.
Adapting to hybrid work
The shift to hybrid work has tested S&S’ capability to maintain its collaborative culture. While technology enables remote working, the firm also embraces in-person collaboration. “We still love the natural energy created by bringing people, a whiteboard, post-it notes, and sharpies together in person,” Neary said.
Striking the balance by leveraging technology while nurturing face-to-face engagement is key to sustaining its employee-focused culture.
The company identifies opportunities for face-to-face sessions through quarterly performance cycles and adapts content delivery to maximise impact. “Learning and development moves quickly, so we need to ensure we are constantly evolving not just the content but how we deliver it,” Neary explains.
Sullivan & Stanley’s journey provides a clear roadmap for other organisations looking to implement employee-centric approaches. It starts with aligning initiatives to the organisation’s core mission and ensuring every effort connects to a larger purpose.
Engaging employees early in the process and using their feedback to co-create programs fosters a sense of ownership and relevance. Regular measurement and adaptation are critical to maintaining long-term impact, enabling initiatives to stay relevant in a dynamic environment.