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At Voice Live, we’ll be looking at why organisations need to keep up with the trend of flexible working considered to be the top work perk for many employees. Organisations that don't support work/life balance by giving employees the option of how and when they work may find they lose talent or their culture suffers.

In a study by The Independent earlier this year, the top work perks for every demographic came out as flexible working and unlimited holiday. Technology is enabling us to work from almost anywhere and traditional nine-to-five hours aren’t in sync with the demands of modern life.

With workers increasingly expecting employers to relax the rules around what time and where they clock in, organisations that don’t start offering flexible working can expect to see their talent heading elsewhere.  

At Voice Live in November, Luke Kyte, head of culture and business improvement at Reddico will talk about how the firm reshaped its approach to how and when people work, and the benefits this can have in any organisation.

“We focus on empowering team members to self-regulate how they work,” he says. “We offer unlimited holidays, working from home when people want to, the option to choose your own hours and more. Everyone is in charge of what they do.”

Boost to workplace culture

This strategy hasn’t been developed on a whim. A few years ago, after Reddico had spent some time focusing on its culture, the team realised employees still weren’t happy.

“We had a low eNPS score and people fed back that there was too much management. When it came to flexible working or working from home, one line manager might say yes, but another would say no. People questioned what was correct. They were unsure what was allowed.

“We wanted to strip it back. We said, we’ll free you up to do a good job in whatever way works for you – prove to us you can do it.”

Colleagues have been doing a pretty good job ever since. The client NPS and team eNPS have gone up to world class and 2019 has been Reddico’s best year from a revenue and profit perspective.

“Whether it’s our finances or client or team happiness, it’s gone up,” says Luke. “When you come into the office now, you can see things have changed. By implementing flexible working, nothing has blown up. Nothing’s gone wrong.”


Changes in employee attitudes

At Voice Live, Luke will talk about why a flexible working offer is more critical than ever.

“Millennials want flexible working, and so do people in their forties, fifties and sixties. People used to want a great pension or private healthcare, but those have dropped out of the top five. The ability to choose how you work has rocketed to the top.”

This century, businesses such as Woolworths, Blockbusters and Toys R Us have failed because they haven’t kept up with trends.

“They didn’t rise to the changes in medium,” reflects Luke. “Likewise, in the future, businesses will struggle if they don’t adapt to changes in what people want from jobs. They won’t attract new talent and people will move on to other companies.”


Get input on how to be flexible

So how do you get started? Luke advises, first things first, get the team involved.

“Plan how it will all work and get the team involved brainstorming ideas and how it’ll function. They’ll be using it every day, so getting their buy-in will make them advocates of the new approach.

“And when you have an idea of what you want to do, don’t set rules, as you’re taking away people’s freedom. They should be trusted to deliver what they’re going to do without regulations and guidelines. At Reddico, we believe in the power of trust in people, and we believe that employees want to do the right thing. Often, people revolt and go against the grain when there is too much restriction. Measure output not input.” 

Luke Kyte, head of operations, Reddico, will be speaking on our Future of IC panel at Voice Live on 19 November on the value of offering a flexible working model. Luke will be joined by Tom Abbott, partner for strategy at 44 Communications– on how agencies must evolve their offering in line with their clients’ changing priorities; Shan Chatoo, group head of corporate communications, OCS Group – on the increasing importance of internal and external comms working together; Rob Dumigan, senior engagement consultant at Workvivo – on the the emergence of the Social Intranet as being a factor in consolidation of comms channel noiseSimon Greenman, co-founder, Best Practice AI – on the impact of artificial intelligence and industry 4.0 on internal comms; and Justine Stevenson, head of internal communication, London Stock Exchange – on the need to maintain strong journalism and storytelling in the digital age of short-form content

Click here for more information on Voice Live and to book your place.

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