Creating windows of opportunity
A company’s employees are its greatest asset. They are what push the company forward, driving its growth and development. So it only makes sense that organisations should also drive the growth of its workers. Enabling employees to be successful makes the company more successful.
This is more than just ensuring that the quality of work remains strong: it’s about letting people know that their futures are something employers are invested in.
Throughout March, our employees have been sharing their experiences and promoting opportunities within LGC that they have found helpful.
LGC apprentices met with Sir John Holman, President of the Royal Society of Chemistry, at the beginning of March, gave him a tour of their labs, and spoke with the BBC about what their apprenticeship means to them.
“I love it. I know some people go into work and dread it but I never have that feeling, I’m always enjoying it when I’m here,” said Jenny Meacock. “They don’t treat you like you know less than anyone else; you’re instantly treated as an equal.”
National Apprenticeship Week (5-9 March) brought attention to the fact that while more options are becoming available, less than one percent of all apprenticeships are in science, meaning there’s a gap that science organisations need to address.
And this is something that Chief Scientific Officer & Government Chemist Derek Craston understands. “It’s an important way into science – skills are really important for organisations like ours,” explained Derek. “We do complex things that need good technical knowledge and good practical knowledge. The conventional route of just going through school and going onto university, works for some people, but it doesn’t work for all.”
In a previous blog post, apprentice Krzysztof Pilec shared how the apprenticeship scheme has worked for him, saying, “Overall I don’t think it is possible to be any happier with the choice of signing up for this apprenticeship. It has been an enjoyable, fun and incredibly educational time for me at this company as an apprentice.”
LGC employees at our Alexandria, Minnesota and Madison, Wisconsin sites teamed up for training and workshops on 14-16 March in Alexandria. One of many sessions to be executed across LGC, the training aims to create a culture of trust and respect, where leaders learn to consciously to adapt to various communication styles and involve team members in decision making.
Employees found the training to be not only a great opportunity to work together, but also a positive step in their own professional development.
“The training provided immediate tools for prioritization, understanding and dealing with different personality types, and creating a respectful work culture,” said Julie Kramer, Director of Marketing at LGC’s newly-acquired Lucigen. “The only question now is, ‘What should I implement first’?”
The workshop was aimed at first-time managers and anyone who felt that they could be a leader, but Rob Brazas, Senior Product Manager at Lucigen, believes that this type of leadership training shouldn’t be limited to just managers.
“It focused on communication skills that are valuable whether you’re in management or not. All employees would benefit from this training,” explained Rob.
Whether you implement apprenticeships, encourage your team to develop their leadership skills, or help employees realize their potential in other ways, the goal should be to create an empowered culture where leaders have tools to communicate and have a sense of ownership in the company’s success.