Olajide Alabi’s Post

I am proud to announce that Empowered Hospitality has been certified as a Great Place to Work for the second year in a row! In broad terms, the Great Place to Work Trust Index™ Survey measures the level of trust in an organization and the consistency of the employee experience. This means assessing how often employees can count on clear and honest leadership, fair treatment, and employee recognition. Here's what our team had to say:  ✅ 96% of employees feel E|H is a great place to work, compared to 57% at a typical US-based company.  ✅ 100% of employees agree, "Our customers would rate the service we deliver as 'excellent.'"  ✅ 100% of employees agree, "People care about each other here."  ✅ 100% of employees agree, "When I look at what we accomplish, I feel a sense of pride." This achievement reflects years of listening, adapting, and investing in our team. We'll continue to prioritize these values in the years to come! Read more: https://lnkd.in/g6guPQQ7 #greatplacetowork #recognition #companyculture

We are proud to announce that Empowered Hospitality has been certified as a Great Place to Work for the second year in a row! In broad terms, the Great Place to Work Trust Index™ Survey measures the level of trust in an organization and the consistency of the employee experience. This means assessing how often employees can count on clear and honest leadership, fair treatment, and employee recognition. Here's what our team had to say:  ✅ 96% of employees feel E|H is a great place to work, compared to 57% at a typical US-based company.  ✅ 100% of employees agree, "Our customers would rate the service we deliver as 'excellent.'"  ✅ 100% of employees agree, "People care about each other here."  ✅ 100% of employees agree, "When I look at what we accomplish, I feel a sense of pride." This achievement reflects years of listening, adapting, and investing in our team. We'll continue to prioritize these values in the years to come! Read more: https://lnkd.in/g6guPQQ7 #greatplacetowork #recognition #companyculture

✨ Proud to lead the way in creating safer, more inclusive workplaces ✨ Hospitality is a fast-paced, people-centred industry, where the highs can be exhilarating – but the challenges are real. Across the sector, we know there’s more work to do to ensure that everyone feels safe, respected, and valued. We’re proud to put people first with the launch of Call Time On It – our bold, long-term commitment to creating safe, welcoming spaces and taking a stand against unacceptable behaviour. Call Time On It is all about empowering our colleagues to call out unacceptable behaviour, wherever it comes from – whether they witness it or experience it – knowing Fuller's will support them every step of the way. 🌟 What makes Call Time On It so powerful is how it was built. We didn’t start with assumptions – we started by listening. Through employee workshops, one-on-one interviews, and open discussions, we heard the voices and stories of our colleagues. Their insights shaped every aspect of this initiative. We’re so proud of the collaboration that brought Call Time On It to life. Monique Samra, who leads People Experience at Fuller’s, played a key role in shaping and driving this initiative from the inside, working hand-in-hand with Jessica Roberts, our Internal Comms and Culture partner. Together, they combined deep insights, creative ideas, and practical solutions to make this a reality – from listening to colleagues’ experiences and developing the strategy to designing engaging training, manager toolkits, and rolling it out across the business. By working together, we’re helping set a new standard for the hospitality industry. One that never compromises on safety, care and respect. #Inclusion #DEI #Hospitality #Culture #PeopleFirst

There is no denying the profound impact that Covid has had on the hospitality industry. Every day, whether engaging with clients or candidates, the conversation circles back to its effects. As we navigate the evolving landscape, I came across an insightful article shedding light on why individuals remained in Hospitality and what drew others back after exploring different paths. This valuable insight provides a compelling perspective on how operators can refine their talent strategies to not only attract but also retain top talent. https://lnkd.in/gbRdnnC8 #findyourplace

We had a great discussion yesterday on the evolving dynamics of workplace culture, real estate strategy, and leadership in the hybrid working environment. Thanks to panellists and CoreNet Global UK Chapter SPP Committee for valuable insights. Looking forward to continuing these conversations as we shape the future of our workspaces and organizational culture. Sam Pickering Matt Dawson MBE RWC Emma Hossack Scotty Johnson Rebecca Milne Chris Marriott Omar Harb Claudia Bastiani, MCR Key takeaways included: 𝐐: How do you manage the disparity between multiple sites, where some receive more investment than others, while maintaining a consistent culture? 𝐀: It’s critical to ensure transparent communication about the purpose and strategic importance of different locations, especially when investment levels vary. This transparency helps employees understand why differences exist and mitigates feelings of being left out while ensuring they still feel connected to the larger purpose of the organization. Clear communication can help mitigate the feeling of disparity across teams. 𝐐: To what extent is hybrid working impacting younger employees, and are they missing out on development opportunities? 𝐀: Hybrid working can limit younger employees’ access to informal in person learning and development opportunities. To address this, organizations must ensure that in office interactions are intentional and purposeful, offering structured mentoring and development experiences to compensate for the reduced face to face time. 𝐐: What are your thoughts on companies mandating employees to return to the office to resolve cultural issues? 𝐀: Rather than enforcing rigid mandates, empowering employees to make choices about when to collaborate in person can help maintain autonomy while strengthening team dynamics. This approach fosters a sense of ownership while still encouraging meaningful face to face interaction. 𝐐: How do you ensure that cultural development in an organization is not just top down, especially in large organizations?  𝐀: Culture is shaped not only by leadership but by everyday employee interactions. Successful organizations have culture champions across departments who ensure that feedback from all levels of the company is incorporated. Empowering teams to take ownership of their cultural contributions helps build a culture that is co-created rather than imposed. #CorporateStrategy #RealEstate #WorkplaceCulture #Leadership #HybridWork #SPP

MVP alerts! 🚨🎉🎉 Looking after your people, making them feel safe, keeping them engaged, helping them grow; these topics have always been so close to my heart. The continuous journey of learning and empathy you must go on to be good at these things is as unique to your business and team as it is challenging. Huge congratulations to Forza Restaurants, for showing us what great can look like. If you're interested to read more, to find inspiration for your team and business, you can read about what Forza is doing here. Not to mention the other incredible businesses on the list. #happiestplacestowork #codehospitality #HR #peopleandculture #hospitality #bestemployers #awards

As we look ahead to 2024 after a long summer, the Strategic Portfolio Planning (SPP) Committee is set to explore the critical link between company culture and real estate strategy. This event will provide a focused discussion on how organizations can leverage real estate to enhance culture, improve employee experience, and contribute to organizational success in the evolving hybrid workplace. We will be questioning: - What is company culture, and how can we measure its impact on success? - How does real estate play a role in maintaining and enhancing organizational culture? - How can technology and physical environments shape behaviour and culture in hybrid work settings? Pin the date for our in person event on 26th Sep24 to hear and discuss more - https://bit.ly/3yIWhBr . #CRE #SPP #Culture #Workplace #Leadership #Strategy

Love this episode from our "In Conversation" series where Clermont Hotel Group share how they've retained their employees. One key highlight was Dan Smith's (Engagement & Communication Manager) perspective on creating a culture where employees feel like they truly belong long-term, rather than just a stop-gap job. As he shared: "Unfortunately, I feel from my experience, it's always been one of these places that's a bit of a stop gap. We wanted to create a culture and a place where people feel like they belong and they're in it for the long haul." I think sometimes in the hospitality industry, it can be difficult to get your employees to be loyal to your brand, in an environment where job hopping and wage spiraling happens frequently. Clermont Hotel Group's approach showcases how you can set yourself aside as an employer of choice. Sharing the link for anyone interested in watching the full conversation - there are some great learnings on fostering an engaged workforce and creating a sense of belonging. https://lnkd.in/e538hsZ5

Part 2: As we enter the final days of 2024 I've been reflecting on the year and I realized that last week was the perfect microcosm of it. Three events collided to create a whirlwind of activity, purpose, and gratitude. I want to give each the attention it deserves so let's move on to the second: The Oklahoman Top Workplaces Awards. Last Wednesday afternoon a group of us took a short break from the Phase 2 Winter Summit to attend the 2024 Oklahoman's Top Workplaces Awards here in OKC. We weren't sure what to expect, but after coming in 3rd last year our hopes were high. Well we cleaned up and were able to return to our team dinner with the following in hand: 📢 The Communication Award which acknowledges that our team members feel well-informed about the company's performance, decisions, operations, direction, and goals. 👨👩👧👦 The Family Forward Award, an inaugural award presented by the Potts Family Foundation that recognizes Phase 2 for our commitment to supporting employees who are parents, caregivers, or guardians of children or adults. 🏆 1st place in the small business category! These awards are 100% driven by anonymous employee feedback which is analyzed and ranked by a neutral 3rd party, Energage. That makes these awards insanely special and tells us that we are doing a lot of things right. But it's not in our nature to rest on our laurels. All we are focused on now is to scour our feedback for opportunities to improve. All of us work so hard to make Phase 2 a great place to work, and a great company to work with, so these types of awards and events are so meaningful and invigorating as we close this year and enter a new one. I'm more grateful than ever to be a part of this company and am excited to play whatever role I can in keeping this an amazing place to work. Congrats Phase 2! #TopWorkplaces #EmployeeExperience #CompanyCulture #AwardWinningTeam #WorkplaceExcellence

Diversity and inclusion is the foundation of a thriving hospitality industry. 🌍 Our latest article explores how fostering an inclusive culture benefits teams, guests, and businesses alike. Discover actionable insights on building a more equitable future in hospitality. Let’s lead the way to positive change! Read more here: https://lnkd.in/ecwsNBNU #DiversityInHospitality #InclusionMatters #HospitalityLeadership