Latest news with #TishTash
Zawya
3 days ago
- Business
- Zawya
TishTash announce departure of Managing Director Polly Williams after 10 years & pivotal agency role
TishTash, the award-winning PR and communications agency, and wider TishTash Group, today announce that Polly Williams, Managing Director, will be stepping away after nearly a decade in the business. Having held the position of Managing Director since 2019 and played a key role in the growth and success of the agency Willams will move into the next chapter in her career. Since joining TishTash Communications in 2016 as Group Account Director, Williams has played a pivotal role in the agency's growth, strategic direction, expanded service offering in digital and content, and has helped build a talented and much respected team. Under her guidance, the agency has achieved significant milestones, including: Evolution into a fully integrated communications agency offering traditional PR, creative, events, content, social and digital marketing. Growth from 10 to +70 employees and double-digit growth for the last 5 years. Expansion into KSA and UK markets. Creation of innovative 'Direct to Consumer' division offering brands a way to reach their end customers more efficiently including launch of Raemona Magazine and acquisition of 'That Dubai Girl' online community. Accreditation as a 'Great Place to Work'. Implementation of market first policies including menopause, menstruation and fertility leave. "Polly has been a key driving force behind our growth and success over the last 10 years, and in bringing my vision to life," said Natasha Hatherall, Founder and CEO of TishTash Group. "Her tenacity, determination and commitment have been invaluable to me and the agency as we moved from start-up to the large multi-disciplinary agency we are today. She is a key part of our journey, and her legacy will live on, and while we're all sad to see her go, we're incredibly proud of all she has accomplished and cannot wait to see what she goes on to achieve next.' Reflecting on her time at the agency, Williams said: 'Leading the growth of TishTash has been such a significant and rewarding part of my career. Scaling the business and building a high-performing, multi-disciplinary team of talented women has given me so much to be proud of. I will continue to be in awe of Natasha and TishTash as it goes on to enjoy future successes. I move onto my next adventure knowing that what we have built in TishTash is an agency like no other in the region. As I move into my next chapter, I look forward to applying the experience, insight and momentum gained at TishTash to new opportunities and ventures.' TishTash will continue to build on its strong foundations, reputation and commitment to innovation and doing things a little differently. The agency role will not be replaced at this time, with Senior Business Directors Scarlett Sykes and Katie Watson Grant moving into new roles in support of CEO Natasha Hatherall. Natasha Hatherall and Polly Williams will continue to partner together on a number of new ventures including a book which they are currently co-authoring. For more information visit or keep up to date with the lates news on social media @TishTashTalks About TishTash Group: Formed in February 2025, The TishTash Group is a connected portfolio of companies on a mission to support businesses and individuals to amplify their communications and visibility in the market. Covering PR, marketing, corporate profiling, publishing and direct-to-consumer strategies under one roof, The TishTash Group enables businesses to take a proactive approach to shifting consumer behaviour. Businesses under The Group include: TishTash Communications, Ten by TishTash, TishTash Tots, Raemona Magazine and female-focused digital platform That Dubai Girl. For more information visit For media information, please contact: Israa Aboukoush israa@
The National
12-03-2025
- Business
- The National
Professionals in UAE rethink sabbaticals, from mini-MBAs to year-long career breaks
Companies and professionals in the UAE are taking a new look at sabbaticals, with some opting for structured mini-MBAs and skill-building programmes, while others are committing to longer career breaks of up to a year for travel, family time or personal growth. A sabbatical - a period of usually between four to six months away from work when a person is still technically employed and may be paid - seems impractical in the UAE, where the job market is fast-paced and industries evolve rapidly. But as conversations around work-life balance shift, some more progressive firms are discovering ways to offer extended time off to their employees. Dubai-based specialist PR and communications agency TishTash recently introduced such a policy, allowing full-time staff who have been with the company for three years or more to take a mini sabbatical of up to three months off. 'Allowing staff the time to do this will only benefit TishTash in the long term, as staff come back with a renewed energy and often bring something new to the table,' managing director Polly Williams told The National. 'It also strengthens employee loyalty and boosts team morale.' Sabbaticals have been on the rise at companies worldwide, particularly as people head back to offices post-pandemic. According to data from the UK's Chartered Management Institute last year, more manager-level professionals than ever are choosing employers that offer sabbaticals, with 53 per cent saying their organisations provide some form of sabbatical leave. The research showed employees under 55 are especially likely to value this option, with 80 per cent saying it is important, citing reasons such as improved mental health, fostering a flexible work culture and increasing talent retention rates, particularly at a time when burnout is at its highest globally. Harvard Business Review also conducted in-depth research into the trend last year by interviewing 50 professionals from various sectors, concluding every participant in the sample experienced significant, positive changes in their personal lives after taking a sabbatical. As per the UAE's labour law, sabbaticals have to be extended only to Emirati employees who work for the federal government and wish to start a business, a policy introduced in 2022. Employees can take one year off to start the business without losing their job and will be entitled to 50 per cent of their salary during the leave period. In the private sector, HR consultant Sarah Brooks believes long breaks are still a tough sell. It is uncommon to find companies willing to accept long leave, whether paid or unpaid, she told The National: 'There's an added issue with the associated costs and complications around residency visas for employees.' Anastasiya Golovatenko, business consultant and director at Dubai's Sherpa Communications, said rather than taking extended time off, many professionals in the UAE are taking leave for short-term educational programmes to learn new skills, without leaving their jobs. 'We notice a growing preference for mini-MBAs and short-term courses,' she said. 'These programmes enable professionals to focus on areas of interest without major career disruptions, ensuring they remain competitive.' According to the Pearson Skills Outlook, tech and business-related fields – such as software, e-commerce and financial services – are among the most sought-after for professionals looking to future-proof their careers. Ms Golovatenko said employees are also preparing for a more tech-driven world by honing essential human skills such as problem solving, critical thinking, teamwork and leadership. For some employees, a short course is not enough. Maxime Coche, a senior project director working in the UAE's engineering industry, took a full year off, despite his company approving only a six-month sabbatical. When he was not granted the time he wanted, he resigned. In 2012, before having children, Mr Coche and his wife took their first sabbatical while working in their home country of France. The experience left a lasting impression and they knew they wanted to do it again. In 2023, he took his second career break. The couple, now parents to three children, waited until their youngest was old enough to remember the journey and their eldest was still young enough to want to travel with them. 'For us, with the kids, to spend some nice time together and only together, this was one of the triggers," he said. Another major factor was perspective. After the disruption of the pandemic, he said he realised work would always be there, but opportunities for extended time off with his family would not. This time, over the course of 12 months, he and his family travelled extensively, visiting countries across Africa, Asia and Oceania. Their trip was not only about sightseeing but also about experiencing life outside the corporate routine. They also homeschooled their children throughout the journey. Once it was over, Mr Coche said he felt refreshed and rejuvenated, with more motivation to work, and was able to rejoin his former employer. He is already planning his next sabbatical. 'Each time we've done this, we [came back to] a better job and better conditions … it's just about taking the decision and going for it. Only good things came out of it for us," he said. Several employees at TishTash have already taken short sabbaticals and the new policy has positively affected the company's profitability and workplace morale, according to Ms Williams. 'Renewed creativity, increased performance and just a happier team are some of the benefits we are seeing," she told The National. "Offering sabbaticals is similar to our other flexible working policies, and although there do need to be clear expectations and guidelines in place, flexibility in different forms has only proven to increase our profitability over the last few years.' The company offers the sabbaticals on a first-come, first-served basis. It's a mix of partial and unpaid, with other benefits continuing throughout the period. A freelancer usually covers the roles of the absent team member while they are away. Ms Williams said the benefit of being a small or independent business is that you can create policies that work for you and your team. 'There are several different models you can look at with a focus in different areas such as eligibility, compensation, and duration," she said. "There is no one-size-fits-all, but offering this type of flexibility really can increase your company's productivity and make for a very happy workforce." Unless your company actively adopts this approach, Ms Golovatenko said employees must carefully weigh the pros and cons before approaching their employer about taking a sabbatical. "Industries evolve rapidly and stepping away for an extended period can make it difficult to regain footing, as roles may have significantly advanced during their absence," she said. 'In competitive job markets such as Dubai or the UK, taking a sabbatical can create opportunities for others to fill the gap.'
The National
11-03-2025
- Business
- The National
How UAE professionals are rethinking sabbaticals, from mini-MBAs to year-long career breaks
Companies and professionals in the UAE are taking a new look at sabbaticals, with some opting for structured mini-MBAs and skill-building programmes, while others are committing to longer career breaks of up to a year for travel, family time or personal growth. A sabbatical - a period of usually between four to six months away from work when a person is still technically employed and may be paid - seems impractical in the UAE, where the job market is fast-paced and industries evolve rapidly. But as conversations around work-life balance shift, some more progressive firms are discovering ways to offer extended time off to their employees. Dubai-based specialist PR and communications agency TishTash recently introduced such a policy, allowing full-time staff who have been with the company for three years or more to take a mini sabbatical of up to three months off. 'Allowing staff the time to do this will only benefit TishTash in the long term, as staff come back with a renewed energy and often bring something new to the table,' managing director Polly Williams told The National. 'It also strengthens employee loyalty and boosts team morale.' Sabbaticals have been on the rise at companies worldwide, particularly as people head back to offices post-pandemic. According to data from the UK's Chartered Management Institute last year, more manager-level professionals than ever are choosing employers that offer sabbaticals, with 53 per cent saying their organisations provide some form of sabbatical leave. The research showed employees under 55 are especially likely to value this option, with 80 per cent saying it is important, citing reasons such as improved mental health, fostering a flexible work culture and increasing talent retention rates, particularly at a time when burnout is at its highest globally. Harvard Business Review also conducted in-depth research into the trend last year by interviewing 50 professionals from various sectors, concluding every participant in the sample experienced significant, positive changes in their personal lives after taking a sabbatical. As per the UAE's labour law, sabbaticals have to be extended only to Emirati employees who work for the federal government and wish to start a business, a policy introduced in 2022. Employees can take one year off to start the business without losing their job and will be entitled to 50 per cent of their salary during the leave period. In the private sector, HR consultant Sarah Brooks believes long breaks are still a tough sell. It is uncommon to find companies willing to accept long leave, whether paid or unpaid, she told The National: 'There's an added issue with the associated costs and complications around residency visas for employees.' Anastasiya Golovatenko, business consultant and director at Dubai's Sherpa Communications, said rather than taking extended time off, many professionals in the UAE are taking leave for short-term educational programmes to learn new skills, without leaving their jobs. 'We notice a growing preference for mini-MBAs and short-term courses,' she said. 'These programmes enable professionals to focus on areas of interest without major career disruptions, ensuring they remain competitive.' According to the Pearson Skills Outlook, tech and business-related fields – such as software, e-commerce and financial services – are among the most sought-after for professionals looking to future-proof their careers. Ms Golovatenko said employees are also preparing for a more tech-driven world by honing essential human skills such as problem solving, critical thinking, teamwork and leadership. For some employees, a short course is not enough. Maxime Coche, a senior project director working in the UAE's engineering industry, took a full year off, despite his company approving only a six-month sabbatical. When he was not granted the time he wanted, he resigned. In 2012, before having children, Mr Coche and his wife took their first sabbatical while working in their home country of France. The experience left a lasting impression and they knew they wanted to do it again. In 2023, he took his second career break. The couple, now parents to three children, waited until their youngest was old enough to remember the journey and their eldest was still young enough to want to travel with them. 'For us, with the kids, to spend some nice time together and only together, this was one of the triggers," he said. Another major factor was perspective. After the disruption of the pandemic, he said he realised work would always be there, but opportunities for extended time off with his family would not. This time, over the course of 12 months, he and his family travelled extensively, visiting countries across Africa, Asia and Oceania. Their trip was not only about sightseeing but also about experiencing life outside the corporate routine. They also homeschooled their children throughout the journey. Once it was over, Mr Coche said he felt refreshed and rejuvenated, with more motivation to work, and was able to rejoin his former employer. He is already planning his next sabbatical. 'Each time we've done this, we [came back to] a better job and better conditions … it's just about taking the decision and going for it. Only good things came out of it for us," he said. Several employees at TishTash have already taken short sabbaticals and the new policy has positively affected the company's profitability and workplace morale, according to Ms Williams. 'Renewed creativity, increased performance and just a happier team are some of the benefits we are seeing," she told The National. "Offering sabbaticals is similar to our other flexible working policies, and although there do need to be clear expectations and guidelines in place, flexibility in different forms has only proven to increase our profitability over the last few years.' The company offers the sabbaticals on a first-come, first-served basis. It's a mix of partial and unpaid, with other benefits continuing throughout the period. A freelancer usually covers the roles of the absent team member while they are away. Ms Williams said the benefit of being a small or independent business is that you can create policies that work for you and your team. 'There are several different models you can look at with a focus in different areas such as eligibility, compensation, and duration," she said. "There is no one-size-fits-all, but offering this type of flexibility really can increase your company's productivity and make for a very happy workforce." Unless your company actively adopts this approach, Ms Golovatenko said employees must carefully weigh the pros and cons before approaching their employer about taking a sabbatical. "Industries evolve rapidly and stepping away for an extended period can make it difficult to regain footing, as roles may have significantly advanced during their absence," she said. 'In competitive job markets such as Dubai or the UK, taking a sabbatical can create opportunities for others to fill the gap.'
