Category: Outsourcing

Lifestyle Manager Services: Support for Busy Households and Families

For many busy professionals, there comes a point when the logistics of running a home start to compete with everything else.

Careers are demanding. Family life is full. Weekends disappear into lists of things that need organising; suppliers to call, deliveries to coordinate, properties to check, plans to arrange.

None of these things is particularly difficult. But together, they take time, attention and mental energy.

That’s the moment when many people start to ask a simple question:

“Is there someone who could just take care of this for me?”

At Get Ahead, we’ve been hearing this question more and more from clients and contacts, people who are successful in their careers but simply don’t have the time or desire to manage every practical detail of their home and lifestyle.

That’s why we’ve launched our new Lifestyle Manager service, designed to provide trusted support with the practical logistics that keep a home and family life running smoothly.

A Trusted Partner for the Practical Details

Our Lifestyle Manager service provides a single, trusted point of contact to oversee the practical details that sit outside the workplace but still need to run smoothly.

That might include:

  • Coordinating trades and household suppliers
  • Arranging property checks when you’re travelling
  • Preparing your home for guests or returning from a trip
  • Managing deliveries, access and logistics
  • Organising special occasions or family gatherings

In short, it’s about making sure the things that need to happen in the background actually happen, reliably, professionally and without you having to think about them.

Supporting Busy Family Lives

For many people, this stage of life also comes with an additional layer of responsibility.

They’re supporting children with increasingly busy lives, while also helping ageing parents who may need a little more practical coordination and support.

This stage of life is often described as the sandwich generation, balancing the needs of two generations while managing demanding careers and households of their own. Many professionals recognise this picture: work commitments, children’s activities and supporting ageing parents, all while trying to keep the practical details of their own homes running smoothly.

Having a trusted person who can quietly take care of some of the day-to-day logistics can make a real difference.

That’s exactly what our Lifestyle Manager service is designed to provide.

Professional Support, Delivered the Get Ahead Way

One of the things that makes this service different is that it’s delivered as part of the Get Ahead network.

For years, Get Ahead has supported businesses with flexible access to experienced professionals across areas such as marketing, HR, operations and administration. Clients trust us because of the quality of the people behind the service.

Our Lifestyle Manager offering builds on that same approach.

You gain a dedicated, trusted partner, supported by the wider Get Ahead team when additional expertise is needed.

It’s discreet, dependable support, designed to make life easier.

More Time for the Things That Matter

Ultimately, this service exists for one reason: to give people time back.

Time to focus on work when work is demanding.
Time to spend with family and friends.
Time to enjoy your home rather than manage it.

As we like to say:

Lead your life. We’ll handle the rest.

Or put another way:

The staff you don’t see. The difference you do.

Curious Whether This Could Help?

Many people only start exploring this kind of support when things feel particularly busy or stretched.

But often the biggest benefit comes from having trusted help in place before things reach that point.

If you’d like to understand how the Lifestyle Manager service works, or simply explore whether it might be useful for your household, I’d be very happy to have an informal conversation. You can book a call with me using this link, or email me at natasha.doran@getaheadva.com. I look forward to speaking with you.

And a final thank-you to Time & Leisure Magazine, which recently featured this piece. It was lovely to see it in print for the first time.

Why It Makes No Commercial Sense for Directors to Do Their Own Admin (And When to Change That) 

As a Regional Director supporting more than 40 businesses across Yorkshire, I regularly work with growing SMEs with a turnover of between £5m and £20m.

There is a consistent pattern. The business scales. Revenue increases. The board formalises. Governance expectations rise.

And yet directors are still managing their own diaries. Formatting board packs late in the evening. Chasing actions. Rebooking travel. Clearing inboxes. Updating operational spreadsheets.

Not because they lack support. And not because it is required at their level. More often, it is because in the moment it simply feels efficient to “just do it myself”. Over time, it has quietly become the default.

But at a certain stage of growth, that approach stops making commercial sense.

What Is Board-Level Administrative Support?

Board-level administrative support is structured operational assistance that enables directors to focus on strategic decision-making rather than diary management, document preparation or governance tracking.

It is not simply PA support. It is about protecting leadership capacity and strengthening governance processes as businesses mature.

In SMEs approaching or exceeding £10m turnover, the cost of misallocated leadership time becomes increasingly significant.

Should Directors Do Their Own Admin?

Directors are perfectly capable of managing their own administration. The real question is whether it represents the highest commercial return on their time.

A director in a £15m business may cost the organisation £70–£80 per hour once salary and overheads are included. If five hours a week is absorbed by administrative activity, that equates to nearly £20,000 per year – time not spent on strategy, growth or governance.

That is not a criticism. It is arithmetic.

Beyond the cost, there is emerging research showing that many boards today are not positioned to add maximum value. Recent UK analysis of boardroom effectiveness found that only one-third of board directors believe their board is essential to value creation, with many boards focused disproportionately on backwards-looking reporting rather than forward-thinking strategy and growth planning.

This highlights a deeper issue: if boards are structured in a way that limits strategic focus, any diversion of director time into operational tasks compounds that constraint. In growing businesses, leadership time is one of the most expensive and scarce resources available. How it is deployed matters.

The Hidden Cost: Opportunity, Not Efficiency

The greater risk is not the hourly cost. It is the opportunity cost of time lost for reflection, thinking and strategy.

Industry insight suggests that directors are increasingly overwhelmed with information and under-prepared for meetings, in part because boards are not set up effectively and directors are expected to absorb huge volumes of operational detail.

This overload makes it harder to engage deeply with strategic priorities, especially in leaner organisations where external executive support is not yet formalised.

In a £15m business, a 1% margin shift represents £150,000. Even modest improvements in strategic clarity can outweigh the cost of structured support many times over.

The risk is not that directors cannot do their own admin.
The risk is that they are.

When Should a Business Formalise Board Support?

There is no single turnover trigger. But there are warning signs:

  • Board meetings are dominated by operational detail
  • Directors regularly prepare board materials outside working hours
  • Governance documentation lacks structure
  • Follow-up actions are inconsistent

These are not failures. They are growth signals.

As organisations mature, informal systems that worked at £3m rarely sustain £15m.

Protecting leadership capacity is a sign of organisational maturity, not extravagance.

What Effective Board Support Looks Like in Practice

Board-level support typically includes:

  • Coordinating structured board agendas
  • Preparing coherent, accurate board packs
  • Tracking decisions and actions
  • Managing governance documentation
  • Aligning director diaries with strategic priorities
  • Ensuring follow-up is completed between meetings

In one of our larger SME clients, providing consistent support to the Commercial Director has released meaningful leadership capacity back into revenue-driving activity. Preparation is sharper. Follow-up is tighter. Strategic focus has improved.

The change was not dramatic. But it was material.

Governance Is Ultimately a Capacity Question

Board effectiveness is not just about who sits around the table.

It is about whether those individuals have the time and clarity to exercise sound judgement.

In growing SMEs, directors often remain highly operational long after the business has outgrown that model.

Supporting directors operationally does not dilute their involvement. It enables better oversight, stronger governance and more considered commercial decisions.

It moves leadership time back to where it has the greatest impact.

In Summary

  • Director time is one of the most valuable resources in a growing SME.
  • Administrative activity carries a measurable financial and strategic cost.
  • Structured board support improves governance and commercial focus.
  • Protecting leadership capacity signals organisational maturity.

If you sit on the board of a scaling business, it may be worth asking one simple question:

Are you spending your time where it delivers the highest commercial return?

Because capability is rarely the issue.

Capacity often is.

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. 

As our Regional Director Lisa Middleton says, ” We streamline partner digital marketing activity to remove quarter-end pressure from the in-house marketing team.”

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. 

As our Regional Director Lisa Middleton succinctly puts it: ” Most marketing teams have plenty of ideas, they’re just short on time. We step in and run the critical partner digital marketing activity around busy periods such as quarter and year-end.”

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. 

Our Regional Director Lisa Middleton points out that “transitions are an opportunity. Short-term expertise gives leaders the insight they need to design the right marketing role, rather than inheriting yesterday’s structure.” 

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. 

As our Regional Director, Lisa Middleton says, “it’s much easier to back a marketing decision when you’ve already seen proof it works. Testing gives leaders campaign clarity before they commit serious budget.”

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