PEOPLE’S CHAMPION

The Investors in People standard, launched almost twenty years ago, is one of the most recognised and coveted marks in UK business, a framework for improving performance through people and proof that a company puts its people first. Leader asked Cyrus Todiwala MBE, IIP Board Director and Chef Patron of the famous Cafe Spice Namaste in London, to shed his light on the standard.

Leader: Why did Cafe Spice Namaste decide to go down the Investors in People route when it was first introduced? Did you have any doubts about it?

Cyrus: Actually, we were quite a bit into the process without our even knowing it. My wife and business partner, Pervin, began the process of ‘investing in people’ ever since we came to Britain and set up the restaurant. It seemed the obvious thing to do to seek further insight into investing in the future and so we went for it knowing full well that it could only be good for us. No doubts whatsoever.

What would you say IIP has done for Cafe Spice Namaste?

What it’s done is absolutely clear. Firstly, we have one of the best industry records for staff retention, nearly 95%. When we first went down the road of developing our staff we thought that making them into the managers and operators of the future would be an impossible task. However, we were proven wrong and today our business is virtually managed by our staff, who have been with us since 1991. Secondly, those who have left us have mostly moved into businesses of their own, bar one person who has progressed towards self-development elsewhere. This in itself shows the difference the standard has made to our people. It has also helped us to manage our business better. With proper systems in place, it could even make an impact on the bottom line.

Why and when did you accept the invitation to go on the IIP Board?

I’ve been an Ambassador for IIP UK for almost ten years, and have been speaking on its behalf across the UK for a few years now. I was invited by the Secretary of State to join the board as a Non-Executive Director and admittedly, I wasn’t keen and a bit apprehensive at first. But because it was felt that my involvement in the Board would benefit IIP, and help with the development and progress it needs to make to keep itself fresh and up-to-date, I finally accepted. I’m still hoping that I do make some difference. Cafe Spice Namaste was an IIP Champion Organisation – this is the highest IIP accolade you can achieve – even before I joined the Board.

How in your mind has IIP evolved?

It has definitely evolved since its inception in 1990-91. Most importantly, the Board is now comprised of businessmen and employers, both large and small. This helps to equip the people responsible for the standard -- and government -- with the views across all facets of industry.

Can you share some specifics?

Previously, only establishments with 50-plus employees could apply for the standard, but now anyone can and this clearly demonstrates flexibility. The new ‘Options’ coming on board from March 2009 will make it more welcoming and will further open IIP's doors to a multitude of businesses. IIP has realised that it was perhaps losing direct contact with its clients and customers! It has since adopted a very rigorous CRM policy and has put in several monitoring processes in place. The customer can now directly interact with IIP instead of going through their Regional Quality Centre. A more thorough and up-to-date database, previously handled by the UK’s Learning and Skills Council, is now being implemented. The Board is now fully consulted and we keep the Executive Board on their toes and committed. Our partnership base has also been extended and IIP is now working more closely with the Confederation of British Industry, the Trades Unions Congress, and others.

Do you think the current process is complicated?

IIP has taken on board the comment that complicating the standard will result in large drop-out rates. The process now is not complicated at all so it’s worthwhile for a small company to also go for it. It’s worth it because it makes small & large employers aware of their shortfalls, where they can improve, how best they can develop their teams to benefit the organisation and to look at their organisation in a different light. Also, achieving a collective goal like an IIP accreditation is a team achievement and a goal to aspire to. It’s not just for management.

So you would encourage other companies to go down the IIP route?

Definitely! As I’ve said, all organisations ought to at least aspire to do it and from there move on to greater things. Looking back, I can see that had Cafe Spice Namaste not gone through the processes of investing in our people from the word go, we would perhaps not be here today, definitely not still at the top of the block and still doing great things, achieving and above all surviving through various crisis situations. We’ve grown consistently since we first began and this year alone we shall see more growth even during these troubled economic times.

What do you think makes a good, well-run organisation?

Its people! That, first and foremost! Also, its ethos, its collective thinking, its community spirit, its one-for-all-attitude and at the top, a head who is open-minded and down to earth and who can lead by example if need be. And it’s when the machinery runs without needing much oil and grease all the time.

What is your definition of a leader?

Simply someone who knows his or her people, who can handle situations, and who yes, leads by example too! Someone who has a good ear, is efficient, hard-working, knows people’s limits and within reason, understands their problems and issues. I‘ve never fully grasped what the so-called management gurus make of all this. We are all different, I know, and my approach is straight from the hip and heart and I try to evaluate how each brain in my business works at times. Again, you have to understand people’s limits -- and their egos and emotions. All this contributes in a big way to creating a good working atmosphere

What are your plans for the future?

To create an empire in which all those who have stood by us for so many years can grow and prosper and create their own teams to lead towards success. I would love to see Cafe Spice Namaste respected and admired for what it has done and achieved, and for us to be known the world over for our environmental good practice, our sustainable work, and yes, our great food, service and long life!


Editor’s Note – Profile first achieved Investors in People recognition in 2005. It recently passed its 3-yearly review with flying colours.

For more information on Investors in People, visit www.investorsinpeople.co.uk