For over 10 years, MadeYou has aimed to invest in people and help transform businesses through personal  development, a mission it has taken to the iGaming space. 

That involves investing in coaching and training that helps workers to thrive in corporate business and MadeYou prides itself on being able to adapt for any individual in any situation.

The firm offers training and development courses and team building covering various levels of employees, covering people development tasks from team transitions to manager training to culture cultivation.

Luke Todd, CEO and Co-Founder of MadeYou, spoke to SBC Media to break down two key topics in how the company helps support career growth and high churn as well as how it charts returns on investment in career development initiatives. 

Tackling high churn & supporting rapid career growth in iGaming

One issue for businesses is managing high churn rates which have become an issue in the sector. 

Turnover rates do vary but the modern landscape is far different to that of the past.

MadeYou has identified this as a key area to fix and Todd placed great emphasis on employee branding as a way to counteract it.

Todd said: “High churn rates are an issue in this sector, there’s a lot of movement within different companies. I think for a starting point, the employer branding strategy is fundamental. 

“What are those little nuances that make each different business very unique? And also speaking to the people who actually would align best with that culture. 

“An effective employer branding strategy would definitely support that, keeping a little more visibility so that people are drawn to the right organization quicker rather than having to jump from job to job to job.”

Another area that has been outlined as vital is rapid career progression; whether its people rising without the necessary experience or lacking the skills to be a leader at that point in their careers. 

Both of which are areas that MadeYou can assist with, according to Todd.

He said: “There’s also people who become managers very quickly without the exposure of developing those management skills and then obviously because of a result of continued growth, those people who have become a manager and haven’t developed those skills might become a leader within a few months. 

“Where MadeU can really support those people through their growth process where they haven’t normally got the tenure to build up the skill set and build up the knowledge of what makes a great manager, what makes a great leader and what are the differences between the two. We can support that through training and also coaching and the development programmes.”

Proving ROI on people development initiatives

Being able to chart demonstrable progress is key for MadeYou as companies want to see that there have been improvements and returns on people’s investments. 

The firm’s Human Resources department focuses on delivering this. The division sponsors employee’s developments and all the necessary figures must be kept up to date and summarised to ensure senior figures can sign off on such initiatives. 

Todd explained how key this is for MadeYou. 

He said: “HR are drawn more to their ROI metrics, which is obviously reducing churn, increasing employee engagement. This is very hard to translate back to senior leaders who are going to be signing off any people development initiatives.

“Churn has direct relationship costs, employer engagement as well. Employee engagement has a direct relationship to costs and also well-being and motivation, which obviously has an indirect link to other ROI business metrics.

“Any people’s development initiative, whether it’s coaching, whether it’s development programs, or whether it’s training, should be linked back to the core business metric of that manager and that leader.”

Todd says those metrics should be easily analysed as well. 

“You would be expecting an increase in those metrics by having those people develop. So obviously, if I’m a better manager, I’m a better leader, and I’m in a sales channel, for instance, I’m in the commercial department, then you would be naturally expecting there to be an increase in revenues coming into the business and increase in commercials. 

“If I’m in the financial sector, you would be looking to see reductions in costs, increases in efficiencies. So one of the things that we can fundamentally build out in ROI of people development initiatives is using the HR core metrics. 

“Also adding in where are these leaders and managers coming from, which department and what metrics are we hoping to change within those departments that would ultimately impact the business directly through revenue costs and profit.”

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