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of what we need to say , it ’ s so much faster to then personalize it ourselves afterwards . We can build in just a couple of hours , what would usually take us days to write .”
Family legacy
Another challenge that inherently comes with being such a long-standing , familyrun enterprise , which has grown in size and operations to such a degree , is coming to terms with the shift that is inevitably created between employees and senior leaders .
“ We have always prided ourselves on our employee relations ,” Butch states . “ I for one was always proud that I could remember every single employee ’ s name in the company . This has been challenged , however , by our growth and new size , and I can ’ t do it as well today . In the space of a week , we can potentially say goodbye to two or three people whilst
employing a new four or five , and that rotation is really hard to keep up with .
“ At first glance , this kind of turnover isn ’ t something that you would associate with a family-run operation , but actually , it ’ s exactly what families do , they care . As a family , in reality , the right thing to do is the responsible thing . If somebody isn ’ t happy working for F & S , I want them to find their happiness working where they can be happy , that ’ s the ultimate goal , right ?
Several years ago , F & S established a committee to define its working culture . This followed a stream of mixed answers from staff , when a new recruiter interviewed a number of employees to try and gauge what makes somebody a good fit for the enterprise .
“ When you get such a range of answers to such a simple question , you know it ’ s time to take action ,” Butch exclaims . “ The recruiter
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