Can Ditching the Rulebook Really Make Your People Happier?

John Timpson, chairman of the UK shoe repair chain Timpsons, has a radical idea: a happy and productive workforce doesn’t need a stifling rulebook or a controlling HR department.

For the past few decades, Timpson has implemented a unique management style called “upside-down management.” Here’s a look at the core principles of this approach:

Upside-Down Management: Trust and Empowerment

Timpson believes a caring culture focused on individuals trumps rule-based HR practices. He emphasises:

• People over Process: Timpson prioritises the wellbeing of their people, trusting them to make good decisions without micromanagement.
• Hiring for Personality: Technical skills can be learned, but a positive attitude is essential. Timpson seeks people who naturally fit the company culture.
• Empowering Middle Management: Instead of fearing delegation, middle managers become responsible for team building, planning, and support.

Potential Benefits

• Happier People: A focus on wellbeing can lead to increased morale and job satisfaction.
• Increased Productivity: Happy people are often more engaged and productive.
• Reduced Turnover: Building a positive work environment can decrease employee turnover, saving your company big bucks.

Potential Drawbacks

• Finding the Right People: Timpson acknowledges it takes time to find people who thrive in this environment.
• Lack of Structure: Without clear guidelines, some people may struggle or feel directionless.
• Scaling Up: This approach may be harder to implement in larger organisations with more complex structures.

Is Upside-Down Management Right for You?

Timpson’s success suggests this approach can work. However, it requires a significant cultural shift and may not suit all businesses.

Considering trying a more people-centric approach?

Here are some takeaways from Timpsons:

• Focus on company culture: Develop core values that prioritise your people’s wellbeing.
• Hire for personality: Look for people who naturally fit your company culture.
• Empower employees: Give them the trust and autonomy to make good decisions.

Ultimately, the best management style depends on your specific company and industry. But Timpson’s example shows that challenging traditional HR practices can lead to a happier and more productive workforce.

This post was based on this case study.

This post is not an advertisement or endorsment of Timpsons. That said, I personally really like their business and find their services of a high quality.