Established in 1992, Edinburgh Pharmaceutical Processes (EPP) was asking precisely these questions.
The previous managing director had recently become chairman - with James Stuart having been brought in as a new non-executive director. The team has an enviable reputation for scientific expertise in areas such as screening, testing and environmental science, with a focus on helping clients navigate the complexities of different regulatory regimes.
However, scientific excellence is only part of the story. James knew that the business would need to focus on developing an even broader range of skills, as well as working hard to retain and recruit difficult-to-find talent.
The right foundations for growth
“We had the systems and structures designed to support around 20 people,” explains James, “but we had ambitious growth plans, so we contacted Scottish Enterprise right at the start of the process, explaining our aspirations and finding out what support was available.
“The first step was to get training for all the senior management team – working on developing the business as a whole, not just our scientific excellence. This training played a big part in helping us all to see the direction the businesses should take. There was buy-in from the start – a real collective vision.”
Next, the business appointed its first ever Head of Human Resources, Training and Development – Rosalind Stuart. It was going to be a hugely important role.
“I knew we had to get the fundamentals of HR absolutely right, such as aligning all our contracts and policies – as well as looking at our remuneration package,” says Rosalind, “but the real heart of the role was in creating the right conditions for our team to work outside their original area of expertise, and bring innovation to every corner of our workplace.”
Developing the team, developing the business
“Staff turnover hadn’t become a problem for us – yet,” says Rosalind, “however, many younger people in the industry are used to the idea of switching employers in order to climb the career ladder. This puts a real strain on training and development, as well as client relationships. We wanted to give our new and established talent a powerful incentive to stay at EPP. And we wanted to give prospective employees a compelling case to join us.”
The answer? Create a development team, giving employees the time and resources to foster an idea that they pitch to management. As well as being a superb way to build new skills and networks, it’s a chance for employees to work on projects that really inspire them and deliver against key business objectives.
Helping young people into STEM careers
Samantha Moreton had recently joined the company as an analytical chemist and was extremely keen to be part of the development team.
“I’m interested in encouraging young people into careers in science, technology, engineering and maths (STEM), so I put together a proposal to coordinate the company’s outreach work with schools, colleges and universities,” explains Samantha.
“I’m really keen to share my experiences as a woman in the industry, and I know people can find it hard to find a job related to their degree. I do this as a STEM ambassador, going into schools as part of a scheme run by an organisation called STEMNET. They do all the admin and coordination, so ambassadors can concentrate on inspiring the young people.”
But what’s in it for EPP?
“I’ve developed my communication and networking skills”, says Samantha, “and it’s really motivating being involved with young people. The STEM outreach work helps us build a name for ourselves as a great place to work – a company that walks the talk. It’s also a great way to encourage more young people into STEM careers – exploding myths and prejudices, including some that can put women off from applying.”
Connecting with customers, and beyond
Like Samantha, Sarah Farr is another analytical chemist who recently joined EPP and she was also selected to be part of the development team. Sarah’s pitch was to improve EPP’s online and social communications.
“Although I’m a chemist, I knew there was a lot we could do to build the EPP brand, create awareness and help client retention. For me, it’s an opportunity to develop valuable new creative and commercial skills. I’ve already been on a digital marketing course run by the Royal Society of Chemistry, which gave me a great insight into how we can improve our website.
“We’re already seeing the results, with much more engagement on LinkedIn and Twitter. The idea is to show that we’re a great choice, whether you work with us already, or you're looking for support. We can also showcase some of our innovative workplace practices, which is a good way of attracting new talent.”
Get your workplace on the road to innovation
Start small or start big. First, discover how your business can embrace innovative thinking, from the shop floor to the boardroom.
Find out more about workplace innovation