Both Sides of the Desk - Episode 2: Leighton

Both Sides of the Desk

Both Sides of the Desk. One boss. One employee. Talk work culture.

In this episode, host Charlie Charlton is joined by Leighton’s CEO James Bunting, and Senior Developer Tom Shanan. The software development experts work with businesses to build and implement technology that delivers real change.

At Leighton, nurturing and promoting a positive work culture has been tricky, as 40% of the team works remotely, with the rest based in Newcastle. CEO James knows all too well the balance of keeping and retaining happy and high-performing employees, especially as a consultancy where much of the team is embedded into client structures.

Developer Tom’s actions have paved the way for cultural change at Leighton, with many shifts benefiting the whole team. His ‘cheeky’ asks have ranged from taking a sabbatical, pushing for salary increases, and even having a rented desk in the capital.

James values feedback that sparks positive change. This prompts a wider discussion between the three about how employees can effect change, the geographic salary divide, and how consultancies can roll out consistent work culture across a remote team.

Both Sides of the Desk is here to ask the tough questions. Leighton bravely puts forward perhaps their most contentious team member for this frank discussion, and the result makes for great listening indeed.

Discover the real meaning of ‘shy bairns get nowt’ with Charlie, James and Tom.

CREDITS:

In conversation: James Bunting (CEO) and Tom Shanan (Senior Developer) - Leighton

Producer/Presenter/Editor: Charlie Charlton

Camera/Director: Chris Taylor

Camera/Editor: Jordan McDonald

Sound Producer: Andy Bell, Blast Studios

Social Producer: Natalie Eminae, OCOCO

Media Exec Producers: Newcastle Helix Partnership + John Seager

In collaboration with Di Gates, Connection Heroes

Filmed on location in The Lumen Building, Newcastle Helix Big thanks to the whole community of the Helix Innovation District in Newcastle-upon-Tyne, England.

See Charlie Charlton and her guests in action:

https://www.youtube.com/@newcastlehelix2403

Connect with Newcastle Helix:

Website: https://www.newcastlehelix.com/

LinkedIn: https://www.linkedin.com/company/newcastle-helix/

X: https://x.com/newcastlehelix

Instagram: https://www.instagram.com/newcastlehelix/

Facebook: https://www.facebook.com/newcastlehelix/

Email: [e-mail]

Thanks for listening to Both Sides of the Desk. Don't forget to subscribe, rate, and join the conversation!

Connect with Newcastle Helix:

• Website: https://www.newcastlehelix.com/
• LinkedIn: https://www.linkedin.com/company/newcastle-helix/
• X: https://x.com/newcastlehelix
• Instagram: https://www.instagram.com/newcastlehelix/
• Facebook: https://www.facebook.com/newcastlehelix/
• Email: [e-mail]

Thanks for listening to Both Sides of the Desk. Don't forget to subscribe, rate, and join the conversation!

Capíttulos

1. Geographic pay gaps: James lays out Leighton’s two-band salary structure. This is critical to ensuring Leighton’s North East team members aren’t at a disadvantage. Although Tom is based in London, he doesn’t necessarily agree with banded pay rates. (00:00:00)

2. Intro: Charlie Charlton is caught between Both Sides of the Desk (00:00:00)

3. Feedback is a gift: Senior developer Tom is ‘absolutely not a ‘yes man.’” James discusses the benefits of having frank feedback. (00:00:40)

4. A two-way conversation: James believes listening to employees like Tom allows them to make the best decisions for everyone. (00:01:40)

5. Tom gets headhunted: Within his first year at Leighton, Tom was headhunted for another role. He shares his clever tactics to sweeten the deal with James and why he chose to stay loyal to Leighton. (00:02:33)

6. “Great people present challenges to leadership”: James explains his reasoning for accepting Tom’s offer. (00:05:11)

7. Money, money, money: On the cost of recruitment vs retention, James says it’s not about money as much as it’s about making the colleagues the best version of themselves. (00:07:17)

8. Geographic pay gaps: James lays out Leighton’s two-band salary structure. This is critical to ensuring Leighton’s North East team members aren’t at a disadvantage. Although Tom is based in London, he doesn’t necessarily agree with banded pay rates. (00:10:09)

9. “A fun point of contention” - Tom recalls a client meeting on the other side of London that required a long commute and early start, but contractually he had travel there - Charlie points out this was only for one day! (00:14:47)

10. Enlightened workforce vs. empowered workforce: Charlie poses a question about the changing dynamic between bosses and employees post-COVID - is Tom, and all employees in the post-COVID working world, expecting too much? (00:16:45)

11. Leighton’s setup: A North East business with remote workers, how does Leighton ensure remote workers get the same experience of work culture? James expresses the importance of values and company get-togethers. (00:18:10)

12. Why meetings matter: The benefit of quick-fire meetings across a consultancy model for productivity and morale. (00:21:18)

13. Unifying a consultancy workforce: Tom cites an intrinsic disconnect between what he does and who pays him. James presents data to show Leighton's methods of engagement are working. (00:24:47)

14. Having a home office: Tom was unable to work at home, so Leighton pays half towards his renting a desk at a local space in London. For James, it’s about supporting "where you do your best work." (00:27:18)

15. “An easy yes”: Taking a sabbatical: Tom wanted to take six months unpaid, so he found a peer to fill his spot temporarily. Tom asked for a bonus of 5x the amount to accept his colleague's recommendation to fill his place. Delve into tricky negotiations. (00:29:36)

16. Loyalty: Tom’s requests are often financial; how does James balance the budget? He says ‘great people will always deliver more’ - and this translates into a positive financial outcome. (00:34:14)

17. Retention rate: Tom believes a good work culture is being clear on expectations and delivering on them. For Leighton, that's encouraging questions and challenges that make the business better for everyone. (00:36:07)