Health warning: Toxic work environment - Administrative Lifesure Group Employee Review

Thank you for your review. Responding to each of your comments: Staff turnover We have had a higher than expected number of leavers, for various reasons over the last 12-18 months. It is unfortunate when we lose good people, however, in some cases it is great to have played a part in their development when they go on to bigger and better things. We have seen this happen. We have lost people due to personal issues, illness, relocation, among other reasons. We perform leaver reviews and always try to learn from what has happened and what we could have done to improve. High Performance Culture I think you may have joined the company when we had implemented this culture so you may have had it explained in detail when you joined us. It has been in place for around 5 years or so. It is designed to get the most out of every individual and support us to achieve results. It is about reaching your potential. It is founded upon science, evidence and theory that works. It allows our people to flourish, push themselves, make mistakes, learn and develop. Our APR and PDP process supports this giving every employee a bespoke development path that they are inspired by and agree to. It works. It doesn't work for every employee though, no culture will. Clearly it wasn't for you. Objectives Quarterly objectives are agreed in advance with each team member and provide focus across our business. They are reviewed monthly in one to ones and we provide support when people are finding them a challenge. They are not constantly moving targets. We pay bonuses upon their successful delivery and on the profits of the company too. Hence the focus on that for our shareholders, our people and our future. Again, no apologies for this approach from us. It's not true or fair to say that everyone despises this process. We get feedback that is positive all the time and our people receive recognition and bonuses for delivery, which I know they appreciate. Pay We benchmark salaries annually and review pay for all our people twice a year. Our people are competitively paid and we pay more than many local employers. In January 2022 everyone who had been with us for a year received a pay award. MD communication I write to the business explaining our progress every 2 weeks. I explain what we are doing, the challenges we face, I celebrate success and I provide help and tips on things like wellbeing, mental health, workload, training, support, resilience, to name only a few recent topics I have written about. I regularly invite all of our people to suggest topics and to share information I can include. I get feedback that this information is valued and well received. I put into the update a line each week sharing a little about my life to let people get to know me a little better and often to provide some humility and humour. I make no apologies for the car I choose to drive. Caring Care is our central value. We genuinely care about our people. There are many examples of us doing this. For example, we have a wellbeing policy, mental health first aiders, a clearly defined culture, goals, ambition, purpose, vision. We train our people using CII and other great methods and material. I hope that this goes some way to explaining what you have written and the frustrations you felt and I wish you all the very best for the future. We are not a small insurance company. We are a progressive, independent family insurance broker with 50 years of history and a bright future.