Simon Ursell’s way to workplace transformation
Imagine a workplace where people are truly productive, where the wellbeing of employees radiates to their families, where social responsibility is an active commitment, and where environmental impact is taken seriously.
This isn't some pie-in-the-sky dream; it's today's reality at Tyler Grange, thanks to leaders like Simon Ursell. Through deliberate planning, calculated risks, and a sprinkle of tough love, Simon has helped to create an inspirational work setting.
Let’s get into the nitty-gritty of it all, beginning with the driving force behind Simon's drive for creating a better work environment.
What led Simon to rethink the workplace?
During Employee Benefits Live, Simon revealed a series of life-altering events. In 2014, he suffered from a brain haemorrhage, which he partly attributes to overworking and the stress of driving a startup. The following year, his son was diagnosed with terminal cancer. Thankfully, this terminal diagnosis was incorrect. After enduring extensive cancer treatment, his son is now thriving. However, these challenges left Simon with a lot of work to do to improve his mental health.
Simon realised the need for change, not by dialling back his commitment to the business, but by fostering emotional resilience. This led to his interest in high performance environments and how they work.
Getting emotionally fit
Teaming up with mental health experts like Dr. Suzanne Brown and Luke Doherty, Simon has worked on how to create environments where people perform at their best. Through working on his own ability to handle pressure Simon has learned how to help create an environment where emotional fitness leads to great performance.
This isn’t solely about personal wellbeing or achieving a work-life balance. It’s about equipping people with the tools and resilience they need to maximise their performance. The goal is for individuals to not only manage stressful situations but to actively embrace and excel in them.
A healthier and happier Tyler Grange
At Tyler Grange, challenging work and tight deadlines are inherent to the business. While Simon and his fellow founders, Julian Arthur and Jon Berry, couldn't change this reality, they applied some of the things they had learnt. They introduced resources and initiatives centred on emotional fitness to help staff handle stress more effectively.
This included:
Dream catching - everyone has a mentor to encourage open dialogue about personal goals, even if those goals leads them outside the company
Free private counselling - team members can access the BCAP directory to find a suitable accredited counsellor and receive ongoing sessions as needed
Volunteering - engaging in activities that allow the team to unwind, disconnect from work and give back
Sessions with Dr. Suzanne Brown - ongoing mental health workshops covering everything from emotional fitness and stress management to imposter syndrome
But the game-changer was the introduction of a permanent 4-day work week.
Boosting happiness and energy
It’s been 14 months since Tyler Grange switched to a 4-day week. According to data from the TG Alertness app, employee happiness has increased and fatigue has declined, even during the demanding summer months. Simon credits this improvement to the fact that staff have an additional day to decompress.
"The four-day week simply makes you happy, so you’re better able to cope with the slings and arrows of a very busy and hectic week," Simon told CNBC.
The business has also benefited:
Productivity has increased by 22%
Job applications have surged 88%
Absenteeism has dropped by 66%
"I haven't had anybody give me a reason why we work five days other than tradition," Simon said in a recent NPR interview. The numbers back him up, perhaps signalling that the traditional 5-day work week should be a thing of the past.
But it’s not as easy as declaring every Friday a day off. Overcoming initial resistance, especially fears of change, proved to be a journey of its own.
The shift to a condensed week underlines a significant change in work ethos—prioritising quality performance over mere hours logged. It’s a demanding shift, expecting consistently high results. But gifting Tyler Grange’s team with that extra day has reinforced their capacity to deliver under added pressure, thanks to emotional resilience.
This is no longer a theory but a simple fact. TG is performing better. Note, however, that it isn’t for everyone. Many people don't enjoy the pressure. But Tyler Grange is committed to supporting them and helping them to find an environment that suits their needs.
Leaping beyond the comfort zone
When the four-day week concept was floated, it wasn't met with unanimous approval. Many were sceptical, questioning the feasibility of fitting a week's tasks into just four days. But it wasn’t a snap decision; Tyler Grange was armed with research, expert insights, and case studies, as covered in a Business Insider interview.
Simon also leaned into the wisdom he had gained from Garry Banford's insights on comfort zones. His mantra became clear: "As a leader, you've got to be comfortable getting uncomfortable." Understanding the perils of remaining perpetually in the "red zone" of extreme stress—something he had personally experienced—he championed the transition not just as a productivity move, but as a step towards a growth-centric discomfort zone for everyone in the organisation.
Navigating change through “tough compassion”
Positioning the team in the "stretch zone" – a space conducive to personal growth – was a key strategy in preparing them for the transition to a 4-day week. Throughout this change, Simon's "tough compassion" leadership was instrumental.
Drawing inspiration from Potential Project’s approach to compassionate leadership, Simon has deviated from the conventional leadership styles that often prioritise results over people.
By setting clear, transparent expectations alongside a backdrop of genuine empathy, he’s helped to create a working environment where employees feel secure, understood and empowered to speak up.
This didn't guarantee immediate success for the 4-day week initiative, but it strengthened a culture where challenges were openly discussed. Thanks to this open dialogue, Tyler Grange could proactively address issues, bolstering the sustainability and success of the new work week. The difference in Simon's style was pivotal. It wasn't just about setting clear goals for results; it was also about reaching those goals while valuing the team’s wellbeing.
Here’s to redefining business success
Simon and the risk-takers at his side have carved out a path that many thought impossible. They've turned the traditional work week on its head, proving that putting people first isn't a lofty ideal—it's a transformative strategy that aims to maximise productivity and high performance.
At Tyler Grange, it's not just about clocking in and out; it's about fostering a space where wellbeing and productivity go hand in hand. In their story, we glimpse a promising vision for the future of work. It's a blend of ambition and empathy, and it's reshaping the way we think about success.
Discover more leadership wisdom from Simon as he chronicles Tyler Grange’s 4-day week.