Category: Outsourcing

Partner marketing rebates often look like guaranteed income. In reality, they are one of the easiest revenue streams to lose. 

Marketing Development Funds (MDF) give partners access to funding for impactful marketing, reduced costs , rebates and increased sales opportunities but campaigns must be delivered to strict guidelines, within tight deadlines, and supported by clear evidence. Miss any part of the process and the rebate may be delayed or lost entirely. 

Why rebate income is at risk 

Internal marketing teams are under constant pressure. Marketing development fund campaigns are rarely the only priority and often compete with: 

  • Product launches 
  • Sales support 
  • Employer branding 
  • BAU digital activity 

As quarter- or year-end approaches, multiple partner deadlines converge. Campaigns get rushed, evidence is gathered retrospectively, and reporting becomes inconsistent. 

The result isn’t just marketing stress, it’s commercial risk. 

The hidden cost of missed obligations 

When partner campaigns slip, businesses can face: 

  • Lost or delayed rebate payments 
  • Reduced ROI on partnership relationships 
  • Strain between marketing, sales and finance teams 

What’s often overlooked is that rebate income is usually high-margin revenue. Losing it has a disproportionate impact on profit. 

A smarter way to protect rebates 

Many partnership-led businesses now use flexible specialist marketing support to step in at pressure points. This ensures: 

  • Campaigns are delivered to partner specifications 
  • Evidence is captured as activity happens 
  • Deadlines are met without burning out internal teams 

The cost of support is frequently outweighed by the rebate income it protects. 

If partner rebates matter to your bottom line, protecting delivery is not optional. It’s essential. 

If you’d like to firm up your rebates, you can read more here or contact us today to find out more. 

Marketing development fund campaigns rarely fail because of poor intent. They fail because of capacity constraints. 

Most teams begin the quarter with a plan. Partner obligations are documented and deadlines are noted. But as the weeks pass, BAU activity takes over. 

Suddenly, quarter-end arrives and partner marketing becomes urgent. 

Why partner campaigns are uniquely vulnerable 

Partner marketing comes with challenges that standard campaigns don’t: 

  • Fixed deadlines 
  • Non-negotiable deliverables 
  • Multiple stakeholders 
  • Financial consequences 

Yet these campaigns are often treated as “extra work” rather than revenue-critical activity. 

The real business impact 

When campaigns are rushed or incomplete: 

  • Rebate claims can be rejected or delayed 
  • Partner relationships may suffer 
  • Internal teams experience avoidable stress 

This pattern repeats quarter after quarter because the underlying issue isn’t planning, it’s resourcing. 

Building elasticity into marketing teams 

Rather than relying solely on permanent headcount, many businesses now build flexibility into their marketing model. On-demand support allows teams to: 

  • Scale delivery at peak periods 
  • Maintain quality under pressure 
  • Protect revenue without increasing fixed costs 

If partner marketing consistently becomes a quarter-end problem, it’s a sign that capacity, not capability, is the issue. 

If you’d like to firm up your funding, you can read more here or contact us today to find out more. 

When a marketing lead leaves, the instinctive response is to find a replacement quickly. Businesses want continuity and minimal disruption. 

But replacing a person doesn’t always solve the problem. 

The questions many teams avoid 

A departure often exposes uncertainty: 

  • What marketing activity is actually driving results? 
  • Which skills are missing? 
  • Has the business outgrown the role? 

Hiring like-for-like can embed the same issues for another year or more. 

Why a short pause creates better outcomes 

Short-term expert support during transition allows businesses to: 

  • Review performance objectively 
  • Identify real skill gaps 
  • Clarify priorities before recruiting 

This approach reduces the risk of expensive mis-hires and misaligned marketing strategies. 

Clarity before commitment 

Taking time to reset doesn’t slow growth, it enables it. 

The strongest marketing teams are built intentionally, not reactively. 

If a reset sounds sensible, you can read more here or contact us today to find out more. 

Marketing budgets are under more scrutiny than ever. Every decision must be justified, and every campaign must show potential value. 

Yet many businesses still commit significant spend before they know whether a campaign, market or audience will deliver results. 

Why big bets are risky 

Launching into a new sector, geography or product without testing often leads to: 

  • Wasted budget 
  • Slow learning 
  • Internal scepticism when results disappoint 

When budgets are tight, mistakes are expensive. 

The power of controlled testing 

“Test before you invest” marketing focuses on learning first, scaling second. 

Small, controlled campaigns, often in the £500 to £1,500 range, are designed to answer critical questions: 

  • Is there genuine demand? 
  • Which messages resonate? 
  • Which audiences engage? 

These tests provide evidence, not guesswork. 

Better insight, better decisions 

Testing allows businesses to: 

  • Reduce wasted spend 
  • Build confidence before scaling 
  • Make informed investment decisions 
  • Focus resources where they will have the most impact 

In uncertain markets, certainty is a competitive advantage. 

If you’d like to test us first, you can read more here or contact us today to find out more.

Many leaders can list what their marketer does. Far fewer can explain which activities directly support growth. 

When clarity is missing, recruitment becomes guesswork. 

Activity vs impact 

Marketing output is easy to see: 

  • Social posts 
  • Campaigns 
  • Content 

Marketing impact is harder to measure without proper review. 

Using change as an opportunity 

Periods of change allow businesses to: 

  • Rebuild marketing around outcomes 
  • Align skills to growth goals 
  • Improve ROI from limited budgets 

The result is not just a better hire but a more effective marketing function. 

If this touches a nerve, you can read more here or contact us today to find out more. 

Curiosity in business – understand the human element
People buy from people. It’s an important pillar of marketing, but also of business. Keeping the human element at the centre of your business is one of the best ways to ensure that you remain relevant, attract new customers and retain great staff to help you grow. 

In this blog, we talk to HR expert Nora about why people matter in business, why we should be curious about them and what to do with what we learn.

Why is the human element important in a business?

Nora: It goes without saying that without people, our businesses cannot exist. We need people to buy our products and services. We need people to work for us to deliver the business offering. And we also need other businesses offering services that compliment ours – I work closely with people who provide payroll services, for example. 

But we need to look deeper. For our businesses to succeed, we need to be curious about these people: our customers, colleagues and collaborators. We need to find out what matters to them and how to cultivate our relationships with them. 

What questions should we ask about our clients? 

Nora: Listening to customers and clients is an important way to build a brand, establish a good reputation and grow a business. Market research will help us find out how our customers see our businesses and understand our strengths. But we can dial up our curiosity and find out more about our community in other ways. Consider what else they buy, and why. Consider their lifestyles and families. What makes them tick? Could we refine our offering to make it even more appealing to them? What do they need that we don’t yet offer, and can we plug that gap? 

If you have face-to-face customers and clients, you can answer these questions by simply having an informal chat. You’ll be amazed at what you find out when you listen! Even if you don’t deal directly with your clients, you can find out quite a lot by keeping an eye on social media and the press. What trends can you spot? What opportunities can you leverage? 

What should we find out about our team?

Nora: Whether you’re in the process of recruiting or you have an established team, it’s important to take an interest in the people who work for you. What matters to them? Why do they like working for your business? What are their priorities? With this information, you can understand how your business decisions affect them. You can also consider how best to manage them and how to address any problems that arise. 

What your curiosity will do is make you a stronger business leader. You might gain more liking and more respect from your team or employees. And with a strong team around you, your business is more likely to thrive and grow. 

HR outsourcing from Get Ahead

If our blog has made you think again about the business relationships you have with other people, Get Ahead can help. HR experts like Nora would love to help you with the processes and conversations you need to strengthen your team and grow your business. Meanwhile, our marketing team can advise on market research and reporting, giving you the information you need to take your next step. 

Explore our site to find out more, or contact your local regional director today. 

Hiring your first employee is an exciting step, but there are a few legal and practical things you must do before they start. Here’s the simple checklist small businesses rely on. 

1. Confirm the job details 

Before you recruit, be clear on: 

  • Job title 
  • Hours 
  • Pay 
  • Responsibilities 
  • Location or hybrid terms 

This clarity helps attract the right candidate and reduces future misunderstandings. 

2. Do your right-to-work checks 

This is a legal requirement for all employers. 

Make sure you copy and securely store the documents. 

3. Issue an offer letter 

Short, simple, professional, this confirms key details like: 

  • Salary 
  • Hours 
  • Start date 
  • Conditions of offer 

4. Prepare the employment contract 

You must issue this on or before day one of employment. 

A compliant contract protects both you and your new hire, setting clear expectations from the start. 

5. Share your employee handbook 

Give your new employee the essential policies, such as: 

  • Sickness 
  • Holidays 
  • Conduct 
  • Data protection 
  • Grievance and disciplinary 

Even small businesses need these. 

6. Set up payroll 

Register the employee with HMRC and organise payroll software or support. 

7. Create a new starter checklist 

This helps you remember: 

  • Emergency contact details 
  • Equipment access 
  • System logins 
  • Induction meeting 
  • Policy sign-offs 

You’ll find one included in HR Foundations.  

Ready to hire with confidence? 

Our HR Foundations package includes all the templates and documents you need, plus a consultation to guide you. 

➡ See HR Foundations 

➡ Book a free HR call 

Hiring your first employee is an exciting milestone. It means your business is growing and you’re ready for extra support. But it also means stepping into the world of HR, and that can feel overwhelming if you’re not sure what’s legally required. 

The good news? You don’t need a huge HR department to stay compliant. But you do need a few key documents in place before your new team member starts. 

Here are the five essential HR documents every small or new employer must have. 

1. A Legally Compliant Employment Contract 

Every employee must receive a written statement of terms and conditions on or before their first day. This is usually provided as an employment contract. 

A clear, up-to-date contract protects both you and your employee. It sets expectations, reduces misunderstandings, and ensures you’re meeting legal obligations around pay, hours, leave, benefits, and notice. 

Many small businesses rely on outdated templates or copy something from the internet, but an inaccurate contract is one of the most common HR risks. A tailored contract gives you peace of mind from day one. 

2. An Offer Letter 

The offer letter confirms the basics: job title, salary, working hours, and start date. It also sets a positive, professional tone and helps your new employee feel confident joining your business. 

It’s also useful if someone needs written proof of employment before their contract is finalised. 

3. Core HR Policies 

You don’t need a full suite of policies at this stage, but you do need the basics in writing, including: 

  • Disciplinary and grievance 
  • Equality and diversity 
  • Health & safety 
  • Data protection/privacy notice 

These are required by law and form the backbone of your HR compliance. They are also a key part of your employee handbook… 

4. A Basic Employee Handbook 

A handbook doesn’t need to be long or complicated; it simply outlines how things work in your business. The essentials usually include: 

  • Sickness and absence 
  • Holiday and time off 
  • Data protection 
  • Health & safety 
  • Code of conduct 
  • Basic well-being or workplace expectations 

This gives employees clarity and ensures consistency. It also helps you, as the employer, handle issues fairly and legally. 

Think of it as the “how we do things around here” guide. 

5. A New Starter Checklist 

When you’re new to hiring, it’s easy to forget the small but essential steps. A checklist helps you stay organised and cover things like: 

  • Right-to-work checks 
  • Payroll setup 
  • Collecting emergency contacts 
  • Sharing company policies 
  • IT or system access 

It also gives your new employee a smooth, structured onboarding experience, which boosts confidence from day one. 

Need Help Getting These in Place? 

Many new employers don’t realise these documents are required or worry about getting them wrong. That’s where our HR Foundations package can help. 

It includes: 

  • A 30-minute HR consultation 
  • Customised employment contract template 
  • Offer letter template 
  • Basic employee handbook, including a set of core HR policies 
  • New starter checklist 

Everything you need to hire confidently, professionally, and legally, without the stress. 

➡ Find out more about HR Foundations 

➡ Book a free HR consultation 

Get Ahead operates across the country, each area run by its own regional director. The regional director is your central point of contact, connecting you with the right virtual experts, managing their output and tailoring the package to meet your business needs.

This blog looks at the role of regional directors and their part in delivering the right support for your business.

Our expertise

All the regional directors have extensive corporate backgrounds with in-depth experience in key areas of HR, marketing, recruitment, operations and client servicing.  We have the industry knowledge, commercial acumen, best practice experience and hard skills to understand your business challenges and suggest the most suitable solutions.

Business Owners

As business owners ourselves, we also understand what’s really involved in running a business and the pressures, challenges and opportunities that can bring. 

Consultative approach

Regional directors can offer a ‘fresh pair of eyes’ and independent view of your business.  Whether the brief is to solve a problem, widen a bottleneck, meet a challenge or achieve a growth target, we can help you break it down into an action plan and provide an outsourcing solution.

You may be completely clear on what you want to outsource, but a lot of the time our clients know they need help but are not sure where to start. As consultants, we will work with you to understand what you are trying to achieve for your business and how we can help to reach your goals.

A trusted pair of hands

Once we have established what you want to achieve and the best solution to get there, we will carefully match you with an individual or a virtual team based on the skills you need and your working style. 

We become your Success Manager.  We will make sure you have what you need to achieve results and that every element is working together, through team and project management.

A central point of contact

You will receive one monthly invoice and one point of contact, but access to a wealth of skills and expertise you would struggle to find in one person.

An evolving relationship

Things change!  We understand that businesses are always evolving and therefore so do your needs and requirements.  We can adapt your virtual team to match this; pulling in additional resources or skill sets as your business needs change. Our agile approach saves you the time and money that would be associated with managing an in-house team.

An adaptable team

We pride ourselves on our customer service and appreciate any feedback during the working relationship.  We understand that personality is a huge element of working together, so if your needs change or for any reason things don’t work out, we can easily look at alternative options for you to save your time and energy with the ‘recruitment process.’

Our role as regional directors or success managers is to form that all-important layer between your virtual expert team and you – we ensure your expectations are understood and delivered, if not exceeded.

If you’ve got a lovely summer holiday coming up, you know it’s your chance to switch off completely and restore yourself after months of hard work. But for you to get the most out of your holiday, you’ll need to know your business is in safe hands while you’re away. In this blog, we look at how to do a holiday handover to reduce stress before and after your break. 

What should you hand over?

Of course, there will be some things that only you can do, like nurturing a client relationship built on a personal touch, or financial responsibilities where you’re a named signatory.  

However, there are plenty of other responsibilities that others can pick up on your behalf. True, the other person won’t do it in exactly the way that you do, but they will keep things ticking over so you don’t have a double workload to come back to. These tasks include:

How to do a holiday handover – what should I consider?
See it as an investment in your business

    Handing over your work before your holiday creates a great opportunity for someone else in your organisation to take on more responsibility and gain more skills. Keep your handover positive – remember, it’s an investment in both your wellbeing and the growth of your business.

    Don’t rush it

    Making time for your handover should make your pre-holiday work week less stressful. It should also mean you don’t have to send last-minute instructions from the airport. 

    Delegate to the right person

    Pick someone whom you trust – this can be more important than their experience.  Choose someone with good judgement who will know when to take the initiative and know when to ask for advice. 

    Keep it simple! 

    You are probably only going away for one or two weeks, so the person you hand over to doesn’t need overly detailed instructions. In fact, if you make the handover too detailed, you risk overwhelming the other person so they can’t do their best work. 

    Make it a two-way process

    Find out what the other person’s knowledge gaps are and focus on filling them. If there’s a process they don’t understand, this is the time to explain it to them. Let them ask questions. Try not to be critical if they ask you something you thought they already knew!

    Can I outsource my work while I’m on holiday?

    Yes! You might be surprised at just what you can outsource. For example, you probably know you can outsource back-office tasks like admin, payroll, marketing and diary management. But did you know you can also outsource your core work? 

    For example, if you run a creative agency, you can outsource design, branding and marketing to Get Ahead. Or if you offer HR or recruitment, you can outsource some of your processes to our team of experts. Your clients will receive a seamless service and you get the full benefit of your holiday into the bargain. 

    You can also outsource to a team of experts. We can assemble a team to cover whatever you need, whether you need email management and graphic design, or social media and business development.

    Explore our site to find out more, follow us on social media, or get in touch for an informal chat.