I Love Rewards provides organizations a way of giving recognition for their people in a way that others don’t. For a start, I Love Rewards only earns their income if people are rewarded in their client company. This means that they have to select clients who are really keen and capable of growing their business through their people. If they aren’t capable of doing this, I Love Rewards would not be able to earn a revenue. It is this willingness to put themselves on the line with the client, that differentiates I Love Rewards from its competitors.
The second attribute that makes I Love Rewards very special, is their own belief in giving rewards to their people. It would not be enough to simply say, they practice what they preach. The truth is, they live and breathe rewards in every way.
The two characteristics of doing their business differently and complete belief in what they do, creates an experience to any visitors. People simply come in to find out what is going on. Employees bring in friends to show them what it is like at their company. People are applying to work here and the media are asking for interviews from the CEO, Razor Suleman.
Razor is a mild mannered humble man but don’t underestimate him for a moment. His passion very quickly bursts out showing that this man absolutely believes in what they are doing. The next thing you quickly realize is that he has a very keen mind. I went to interview him and found myself being probed for thoughts, experiences and anything I can share with him that may help him understand and develop his business.
Three days on site and it seems that everyone we interviewed and met was telling us something new and innovative or at very least novel in it approach. Simple things like the book ‘Good to Great’ by Jim Collins being mandatory reading by every member of staff and then chapters from the book being reviewed monthly for ideas that could be applied in their business. Simple but powerful concepts like the day HR died and a funeral was held to bury HR. After that one person is in charge of ‘Employee Experience’ and everyone has a responsibility for the development of the culture and the employees.
Growth is happening quickly. While I was there they had sixteen vacancies they needed to fill and this caused over 200 applications from people wanting to be part of the experience. The recruitment process is as rigid as any you will ever find with people from all areas of the business involved at some stage. The focus is on making sure the right people get on the bus!
A combination of efficient and effective, disciplined and dynamic, focused and flexible wrapped up in an innovative environment. This is an organization that I think Jim Collins would be proud of.
Thanks guys for a wonderful visit and best wishes for the future.
Paul Bridle
Feb 08
