Three rising stars from the health club at a Lancashire hotel are honing their skill-sets with new qualifications to nurture their professional development. Jack Baines, Charlie Lemm and Lidia Selles from Lancaster House Hotel are all completing bespoke accreditations and NVQs. Jack has been undertaking his accredited Stockwell Pool Plant Operator (PPO) course to help with the management of the hotel’s pool and spa facilities, whilst Charlie and Lidia are both working their way through their NVQ Level 2 in gym training and assessment. Jack’s Pool Plant Operator qualification is widely recognised as the industry-standard for employees working with commercial swimming pools, spas and hydrotherapy pools. It has provided him with a comprehensive understanding of swimming pool water treatment and pool plant operations. The course has covered understanding the construction and design of different pools, water testing for hygiene safety, hydraulics and circulation, how filtration works, inspection and maintenance, and energy efficiency. Jack says: “As well as taking a series of different modules as part of the course, I’ve had loads of help and advice from our other two in house pool plant operators along the way. It’s been really interesting to learn about the different designs of swimming pools and how that affects their treatment and care.” No fewer than 11 team members at Lancaster House Hotel are completing hospitality and catering qualifications and courses this autumn, including NVQs for sous chefs and housekeeping staff. As part of their ongoing training and career pathways, the students have been undertaking a wide range of professional development courses, training and college placements. Lancaster House Hotel general manager Emma Underwood explains: “Getting the best out of all our teams and giving our employees here every opportunity to progress and maximise their talent is important to us." “That means providing working environments which let them thrive and develop, as well as opportunities for them to attain qualifications and develop their career skills." “The training courses and qualifications are being undertaken across a host of different disciplines, from front of house hospitality to personnel and development. It’s great to see so many employees completing these qualifications.” For further information about jobs at English Lakes Hotels, visit here .

According to new research from talent solutions expert Robert Walters’ upcoming Benefits Guide. The guide – surveying 3,000 professionals in the UK and Ireland to discover the state of workplace benefits in 2024 – provides employers with a unique benchmarking tool to assess and evaluate their benefits offerings. Four-fifths (80%) of professionals don’t think they get the most out of their current workplace benefits. A further 35% aren’t at all satisfied with their overall benefits plan at their current employer. Key Findings: 80% of professionals don’t fully utilise their workplace benefits Only half of professionals are satisfied with the information they receive on benefits from their employer 21% of employee say they know exactly what benefits matter to their employees Despite 54% of professionals stating that the benefits an employer offer play a pivotal role in their loyalty, satisfaction and productivity in a company 41% state that effective workplace benefits contribute positivity to their work-life balance Chris Eldridge, CEO of Robert Walters UK and Ireland comments: “Annual bonuses, pension contributions & flexi-work policies – to name a few, are seen as essential elements alongside base pay. Employers’ failure to communicate or offer attractive benefits could have serious repercussions on both attraction and retention levels, as well as their employees’ overall engagement and productivity levels.” Inaccessible Plans Only half of professionals are satisfied with communications around their workplace benefits – this runs the full gamut of workplace benefits from financial ones like annual bonuses or pensions to wellbeing plans like private health insurance or mental health support. Not only that, but only a fifth (21%) of employers say they are completely aware of the benefits that matter to their employees. Chris comments: “Not only the contents of the benefits package, but also how well they are communicated has a huge bearing on how those benefits are used. Employers with a strong understanding of which benefits resonate with their employees will go even further in ensuring their effective access and use.” How Important Are Benefits? Over half (54%) of professionals stated that the benefits an employer offers play a key role in their loyalty to their company. Not only that, but two-fifths of professionals would actually consider moving jobs despite their potential base salary being lower, if their financial benefits package was higher. Despite this, only 45% of professionals state being satisfied with their overall benefits package. Chris comments: “It’s cause for concern that despite the clear link between benefits and professionals’ company loyalty and even intention to move – less than half are currently satisfied with their overall benefits package. “In light of this, a first port of call for companies struggling with, or looking to improve employee attraction or retention should be to analyse the success of their current benefits package.” Driving Employee Happiness Almost a third of professionals agreed that the benefits their employer offers positively impact their overall job performance and productivity. A further 41% state that they also contribute positively to their work-life balance. Chris comments: “Benefits are a pivotal part of successful remuneration packages. Neglecting them or failing to invest in relevant and impactful benefits can be damaging, affecting not just employee happiness, attraction & retention rates but overall business performance." How Can Benefits Be Improved? Chris explains four key ways that employers can improve their benefits packages: Clarify what you offer – There is considerable room for confusion when it comes to benefits especially for the trickier to penetrate financial benefits such as pensions, equity options and stocks/shares. It’s imperative you explain what you as an employer are offering – as these are also the benefits that will have the biggest long-term impact. Leverage employee feedback – ask your employees what works for them, what they’d like to see if they don’t already – they provide meaningful insights into what actually works and bring new innovative ideas to the table. Measure the success of your benefits – conduct regular polls / checks on how successful your benefit offerings are, this can help you gain more of a full idea of which benefits work and which don’t – benefits should always be treated as something that can be constantly improved and optimised to move with the changing expectations and needs of the workforce. Make your benefits customisable – research shows that professionals who had customisable benefits (the ability to choose the benefits which suit them, and edit them when / if their circumstances change) were significantly more likely to be satisfied with them.

A leading equipment hirer has invested in £17 million worth of new JCB machines as the company prepares to mark its 20th birthday. Plant Hire UK was founded in 2005 and since that time has placed more than £200 million worth of orders with JCB – equivalent to more than 5,000 new JCB machines. The latest order for more than 300 machines includes a range of JCB Loadalls, tracked excavators and site dumpers. Operating out of its headquarters in Haydock, Lancashire, Managing Director Graham Jones says he is proud to have one of the most modern fleets in the industry, which serve many of the UK’s leading housebuilders. Graham Jones said: “Some years ago I decided to make Plant Hire UK 100% loyal to JCB, with machines supplied and supported by Gunn JCB. Since then, I have only ever purchased JCB equipment, underlining Plant Hire UK’s commitment to support its customers with the best machines and the best back-up in the industry. Customers, both old and new, will continue to receive market leading support as the group invests in its ambitious plans for the future". JCB Chief Operating Officer Mark Turner said: “JCB is immensely proud of its partnership with Plant Hire UK, and we thank Graham for his confidence in us and for his unwavering loyalty to JCB and we look forward to continuing to work with him and his team for many more years to come”.

St Austell Brewery is giving lucky diners the chance to experience an evening of beer and deliciously paired dishes, hosted by its brewing director, Georgina Young. Georgina, who has more than 25 years in the brewing industry and currently holds the title of Brewer of the Year from the British Guild of Beer Writers, will be curating an evening full of great beer, delicious food and conversation. The dinner, which will be held at the Punchbowl and Ladle in Feock this September, coincides with Cask Ale Week, which is an annual celebration of cask beer - Britain's national drink. To mark the occasion, diners will be greeted on arrival with a choice of two of St Austell Brewery’s best-loved cask beers; Tribute, its longstanding flagship pale ale which is still making waves in the world of beer 25 years on since it was first brewed, or Anthem, a golden pale ale brewed with 100% British ingredients. Georgina started her brewing career in the South West, at Smiles Brewery in Bristol, before moving to Brewing Research International. She then went on to Fuller’s, famous for London Pride, becoming the first woman to take on the role of head brewer in the company’s history. She joined St Austell Brewery in 2019, overseeing its two breweries in Cornwall and Warmley, on the outskirts of Bristol. Georgina said: “We can’t wait to welcome diners and share more about our beers, all paired with delicious courses designed to amplify and evoke all the different flavours you get in beer and how they work with different foods." “For beer lovers, this will be a great way to enjoy our beers with a curated menu to compliment, and for those who generally prefer wine, I’d say come and give it a go. You’ll likely be pleasantly surprised." “Beer isn’t one style or flavour; for instance, a Belgian style beer typically has banana and clove notes from the yeast whilst the bottle conditioning process that occurs in Hicks with our own yeast contributes rich toffee, raisin and madeira. Earthy and piney bitterness comes from the hops but the way they react with food is very different. There’s plenty to discover!” Each course on the menu, developed by Oli Alderson, Head Chef at the Punchbowl & Ladle, will be paired with samples of two beers. This will allow diners to compare how each chosen beer cuts or complements each dish. The beer pairings include a few of Georgina’s personal favourites, alongside some specials from St Austell Brewery’s Belgian beer range and limited-edition brews. Dishes including pan-seared scallops cooked in a lemon butter sauce with fennel, spinach and crispy onions will kick off the menu, served with a wheat beer – Baobab, and St Austell Brewery’s flagship lager, korev. The main will see diners feast on a slow-cooked belly of pork, rolled in a herby apricot stuffing, accompanied with Pommes Anna, apple, carrot and celeriac puree, tender-stem broccoli and finished with a red wine jus. The two beers to compliment will be Hicks and Proper Job - the first offering notes of toffee and fruity biscuits, the latter a powerful and authentic IPA that’s packed with citrus, pineapple, and grapefruit flavours. A decadent chocolate mess with a white chocolate Chantilly cream, raspberry coulis, sour candied orange and fresh raspberries will wind down the evening, paired with rich and complex Mena Dhu stout alongside one of the strongest beers St Austell Brewery has ever released- 13% ABV Divine Intervention, which is rich in mahogany and fruits. Finally, diners will enjoy a selection of West County cheeses alongside Big Job, Proper Job’s stronger sibling, and Extra Special Tribute, which is being released in September. Tickets will be priced at £60pp. The event will take place on the 24th of September, from 7:30pm–10:30pm. For more information, and to book tickets, visit here .

JCB’s innovative engine business marked its 20th birthday with a celebration to thank employees for their vital role in its continuing success. Since 2004, JCB Power Systems in Foston, Derbyshire, has gone from producing three engines a day to making almost 300. It has become a world leader in the design, development and manufacture of diesel engines and is now leading the way with the pioneering development of hydrogen engines. The business initially employed 20 people but has expanded its workforce to more than 400. To mark the anniversary, employees were presented with gifts and letters thanking them for their service. In addition, 10 employees with a combined 200 years’ service, planted an oak tree in the grounds of the plant to mark the occasion. JCB Power Systems General Manager Robert Taylor said: “I’m proud to have worked at JCB Power Systems since day one. Today marks 20 years of innovation, growth and dedication involving a talented team, delivering manufacturing excellence at JCB." JCB Power Systems’ engines have been instrumental in helping set world records – firstly when the JCB Dieselmax streamliner, powered by two JCB engines, became the fastest diesel-powered car in the world in 2006 when it reached a speed of 350.092mph on the Bonneville Salt Flats, USA – a record that still stands. In 2019, JCB’s Fastrac tractor stormed into the record books as the world’s fastest tractor with a speed of 135.191 mph – thanks to JCB’s 7.2 litre, 6-cylinder Dieselmax engine. In 2010, JCB expanded production of engines to JCB India, with a dedicated facility in Ballabgarh, Delhi, where 200 engines are produced every single day. In the UK, a team of more than 150 engineers is currently engaged in developing hi-tech hydrogen combustion engines for use in JCB machinery as part of a £100 million investment. More than 120 engines have come off the production line so far and many machines powered by these super-efficient engines are currently undergoing evaluation.

Noble Foods believes in nurturing talent and fostering opportunities within the poultry industry, which is why the UK’s leading egg supplier is proud to be supporting the Young Women in Poultry Production group. Formed just last year, this dynamic group is already making significant strides in empowering women within the sector, and Noble Foods is excited to see how it continues to grow by providing support and industry expertise to the group. The Young Women in Poultry Production group began when 10 women in the industry came together for a one-off networking event, hosted by Hipra. Among them was Becca Goodings, assistant farm manager at Noble Foods, who recognised the potential of this gathering to evolve into something more substantial. Together with Hannah Cargill, contract production manager at Avara Foods, the group has since expanded to around 50 members, with ambitions to grow even further. Becca Goodings commented; “Our sector can be challenging, and even daunting, for younger people to connect with. Especially for young women, as poultry farming is still a male dominated space.” “The mission of the Young Women in Poultry Production group to empower women and provide valuable networking and upskilling opportunities. Having the backing of Noble Foods is fantastic and the company wholeheartedly endorses our mission. By hosting workshops and encouraging knowledge-sharing, we're helping to build a stronger, more connected industry." Becca has worked at Noble Foods for approximately 16 years, with a brief stint in retail where she discovered her love for sales. However, her passion for poultry farming brought her back to the industry. "My earliest memories involve helping with chicks and pullets on our family farm. Both of my parents are in the industry, and I've been fortunate to learn from them throughout my life," she shared. Becca’s journey at Noble Foods has been marked by continuous learning and growth, particularly in the past few years. One of Becca's personal goals for the Young Women in Poultry Production group is to reach women who may feel isolated or unaware of the vast opportunities within the poultry industry. "These women might leave the industry due to a perceived lack of career progression or learning opportunities, which is simply not the case. By building connections through the YWPP, we can help them attend industry events, meet key figures like reps, vets, and CEOs, and create connections that can support their career progression." The group has already participated in technical workshops on key topics like salmonella and have organised visits to key industry sites, such as the Hemicell manufacturing plant with Elanco. These experiences not only enhance the technical knowledge of members but also strengthen their professional networks—networks that usually take years to establish. Noble Foods’ Group HR Director, Louisa Hogarty commented; “We’re proud to stand behind the Young Women in Poultry Production group as they continue to grow and make a positive impact. By empowering women and showcasing the opportunities within our industry, they are paving the way for a brighter future in poultry production. We at Noble Foods will do all we can to provide the group with expert advice, infrastructure support and networking opportunities, to help connect these talented women with others across our sector”. Noble foods is directly supporting the group with new tech infrastructure, such as a new domain and emails, and providing networking and learning opportunities. To be part of the Young Women in Poultry Production group, new members can register their interests via the group’s Facebook, Instagram or LinkedIn pages.

Global outdoor apparel company Patagonia is taking another step forward in its environmental commitments by joining Pack4Good, a sustainable packaging initiative from Canopy, a solutions-driven non-profit organization dedicated to protecting forests, species, and climate. Building on a strong foundation of working with Canopy to eliminate the destruction of Ancient and Endangered Forests caused by the production of viscose textiles since 2013, Patagonia is now focusing on Next Generation (Next Gen) packaging solutions that come from more sustainable sources such as agricultural waste instead of trees. The company has committed to ensuring none of their packaging comes at the expense of the world’s most climate- and biodiversity-critical forests. Paper packaging — like delivery boxes, hang tags, and shoe boxes — is responsible for 3.1 billion trees being logged annually, many from climate-critical forests. The pressure on the world’s forests is intense, and using alternative sources of fibre for paper and packaging, that doesn’t use trees, is a priority for Canopy and Patagonia.  Jennifer Patrick, Packaging and Branding Director, Patagonia said: “Patagonia is excited to announce its partnership with Canopy’s Pack4Good initiative. As part of our goal to build the best product and constantly improve everything we do, we are taking steps to review and develop new, more-responsible packaging materials in partnership with Canopy.” Since its initial partnership with Canopy, Patagonia has been at the forefront of shifting the viscose and rayon supply chain, being among the first brand leaders to source exclusively from producers rated as “green shirt” in Canopy’s annual Hot Button Report. In its ongoing efforts to minimize their environmental impact, Patagonia has been using 100% recycled content for all its packaging and catalogues. The next phase of Patagonia’s sustainability journey will involve collaboration with Canopy to develop and scale up Next Gen packaging solutions. Next Gen Solutions utilize innovative materials such as agricultural waste and non-forest alternative fibres, significantly reducing reliance on primary forest resources. “We are so pleased to be welcoming Patagonia to the Pack4Good family,” said Nicole Rycroft, Founder and Executive Director of Canopy. “This commitment comes at a crucial time when the need for low-carbon alternatives to forest-based packaging is more pressing than ever. By supporting the scale-up of Next Gen materials, Patagonia is not only contributing to the preservation of Ancient and Endangered Forests, it is leading the outdoor apparel sector towards a more sustainable future.”

A spa hotel resort on the shores of Windermere is the first in Cumbria and North West England to be awarded a nationally recognised accolade for the provision and excellence of its spa services. Low Wood Bay Resort & Spa has attained the prestigious ‘Five Bubble Luxury’ standard, the highest rating from the Good Spa Guide. It is the equivalent of a 5-star hotel accreditation in terms of excellence in the spa industry and puts the English Lakes Hotels venue amongst the best spas in the UK. Inspectors examined the standards of spa facilities and services in fine detail, as well as judging the performance of the spa team, venue cleanliness, accessibility, restaurant and dining facilities and stand-out features. The Low Wood Bay spa team achieved an overall score of 98% in the adjudication process, making the hotel one of a select band of only 20 spa venues in England to achieve the top Five Bubble Luxury status. It also achieved a 100% score for both fitness and sports facilities and sustainability, thanks in part to its on-site water sports centre and the use of hydropower to generate a significant part of its own electricity. The spa’s holistic, natural skincare brands from ESPA and Berry & Birch were highlighted too. English Lakes Hotels Group Operations Director Michael Kay explains: "The criteria to qualify for one of the industry’s highest accreditations is both extensive and demanding, but it accurately reflects our standing amongst other world class resorts and spas." “The accolade is a credit to the efforts of all of our teams, not just over the two-day assessment, but over months and years of aspiring to be the best and to offer our guests and clients the ultimate in spa and wellbeing experiences.” As part of its inspection, the examiners from the Good Spa Guide commented: “From the treats served in the thermal facilities to our spa host, nothing is too much trouble at The Spa at Low Wood Bay." “Spa assistants make sure everyone feels well looked after. Everywhere was spotless and staff are seen constantly cleaning and tidying the spa. Excellent service was received and we witnessed the same level of service for all guests." “The views from the outdoor heated facilities are incredible, and the chartered yacht experience adds something different to a spa break. The 5 Bubble Luxury award is for its excellent customer service, great thermal facilities, a jaw-dropping setting and finger-licking food.” The Good Spa Guide’s rating system ranges from ‘good to heavenly’. Spas rated in the ‘Five Bubble Luxury’ category are deemed as ‘seriously special’, with spectacular facilities, and soothing, enriching treatments. For further information about the award and the Good Spa Guide’s review of the venue, visit here.

Willmott Dixon has been appointed by the Department for Education to deliver a new £48.8m net carbon zero in operation (NCZiO) campus redevelopment for Wigan & Leigh College. This project will create a new three-storey 10,811m2 state-of-the-art learning environment at the college’s Parsons Walk Campus where over 3,400 students study every day. Procured using the Department for Education (DfE) construction framework, the project will aim to achieve a 40% biodiversity net gain with extensive soft landscaping, while sustainability features include photovoltaic solar panels to harness renewable energy and offset all energy used on site. When completed in 2027, students will learn in a modern college environment that includes seminar rooms, IT suites, laboratories as well as a new restaurant, florist and a salon that will be operated by students. Thanks to Willmott Dixon’s expertise at working in live environments, it will be delivered while the existing college remains fully open, with staff and students remaining on campus. Construction will follow the phased demolition of the current School of Arts Building, where the new building will be located, with the existing college building and tower blocks demolished once the project is completed. The development follows a similar NCZiO school the company completed last year for the DfE called Tarleton Academy in Preston. Willmott Dixon also delivered Brian Clarke Academy for the DfE in Oldham in 2023, and the company is also now on-site building Bridgend College Town Centre Campus, which is also set to be NZCiO. Anna Dawe, Principal and Chief Executive at Wigan & Leigh College said: “This is an exciting time for the college. The new campus is part of the college’s future commitment to skills delivery in Wigan Borough and a major part of our net-zero strategy. We believe the campus redevelopment will inspire and equip our students for the seamless transition into the world of work and future skills needs.” Michael Poole-Sutherland, director for Willmott Dixon in the North, said: “Our team of education and sustainability sector specialists will bring a wealth of experience to Wigan & Leigh College, with the 14,000 people who choose to study here every year being at the heart of everything we do. “We share the college and the DfE’s commitment to creating a catalyst for changing lives for local people and are committed to investing in local skills and organisations, with a focus on opportunities for young and unemployed Wigan residents. As part of that, we will create 200 weeks of apprenticeships, support 15 T-level placements, deliver 180 weeks of work experience and engage hundreds of local students.”

Family Business United is delighted to have teamed up with Rickard Luckin to launch a new Business Barometer to gauge the thoughts of the nation about a couple of key issues. Businesses have been through a lot over the past few years and the new Business Barometer seeks to gauge opinion from business leaders across the UK into a number of key areas. The short and simple set of five questions will gauge opinion on employment, business challenges, outlook for the next 12 months, business priorities and cybersecurity and will take less than a minute to complete, helping to determine the voice of business leaders across the nation. As Stuart Sinclair, Head of Marketing and Business Development at Rickard Luckin explains, "We believe it is vital to gain as strong an understanding of the challenges, concerns and priorities of our business clients, which in turn enables us to provide the best possible business advice to our diverse and extensive client base." "We are therefore delighted to sponsor this new and important survey of business sentiment across the nation and believe it will be an become an important component in helping to support a healthy and vibrant business environment." As Paul Andrews, Founder and CEO of Family Business United adds, "We are delighted to be launching the new barometer to track sentiment over time and also ask questions around specific topical matters too. It will enable us to identify trends in business confidence and to understand more of the nature of discussions taking place in board rooms around the country." "By adding a simple question as to whether or not respondents are from the family business sector or not, we will also be able to see if there are any differences between the thoughts of family firms and those of the broader business community too." You can share your thoughts in the Business Barometer by clicking on the button below.

One of Scotland’s leading hospitality operators, Buzzworks has announced exciting plans to open a ‘Lido’ café, bar & restaurant this winter in Musselburgh. Following on from the success of sister venues already operating in Troon and Prestwick, Lido will bring a taste of the Continental Café Life to Musselburgh, serving up delicious food and drinks, all day long. From early morning coffee and energising breakfasts, to leisurely lunches and casual evening meals, Lido is set to become the perfect place to kick-back and relax in laid-back but luxurious surroundings. Designed by the internationally acclaimed interior designer Jim Hamilton, Lido will have more than 120 seats. The venue’s talented chefs will be serving up delicious, freshly prepared food from an open kitchen that features a custom-made pizza oven imported from Italy – all adding to the unique atmosphere, buzz and dining experience guests can enjoy. In addition to this, Lido will boast a fabulous, semi-private dining room – perfect for getting together with friends and family, whatever the occasion. Kenny Blair, Managing Director of Buzzworks said: "We are absolutely delighted to announce the opening of Lido Musselburgh, our 21st venue, and we’re excited to bring the vibrant Lido experience to the town." “Our vision is to create a welcoming space where people can come together to enjoy Lido’s signature blend of delicious food and drinks in a relaxed, stylish setting – all offering fantastic value for money. “Musselburgh is a fantastic town with a strong sense of community, and we’re thrilled to offer a destination that everyone can enjoy and take pride in—whether it’s for a casual coffee, a family meal, or a special celebration with friends.” At Lido, the bar is set to be just as welcoming as the dining space. Whether it's a perfectly chilled glass of Pinot Grigio, a handcrafted cocktail made by the talented bartenders, or an ice-cold pint of Peroni, the fully stocked bar will offer something for everyone. It's the perfect setting to relax, catch up, and enjoy a drink or two with friends, family, or colleagues in a vibrant atmosphere. Lido’s Mediterranean-inspired menu is also being crafted to delight every palate. The hand-stretched Neapolitan pizzas, baked in an Italian-imported oven with San Marzano tomatoes and Fior di Latte mozzarella, will be a standout. But there’s more— the new Lido will also offer authentic, freshly made pastas, mouth-watering steaks, Piri Piri chicken, and fresh locally landed seafood, all expertly cooked on robata and rotisserie grills. As well as this, Lido Musselburgh will offer a bespoke takeaway area— a first for Lido venues—complete with its own dedicated kitchen and collection point. This innovative addition will allow guests to order their favourite dishes online for collection or delivery, or simply pop in, place a takeaway order, and enjoy a drink at the bar while their food is freshly prepared. Kenny continued: “We're looking forward to opening this winter and joining the Musselburgh community. As we prepare, our goal is to become a welcoming spot in town with a menu and atmosphere that everyone can enjoy. We can't wait to meet our new neighbours and be a part of the local scene.” Lido is excited to announce that it is now recruiting for all positions, both front of house and in the kitchens, as it prepares for the opening of its new restaurants. As part of the award-winning Buzzworks group, which has been recognised as one of the top 100 companies to work for in the UK, Lido is committed to creating a supportive and rewarding work environment. The company offers competitive rates of pay, industry-leading training and development opportunities, and flexible working options to help team members achieve a healthy work-life balance. If you or anyone you know is interested in working at Lido – or any of Buzzworks’ other venues across Scotland – please visit here , check out the Buzzworks People Facebook, Instagram or the Buzzworks Holdings LinkedIn page to find out more or apply with your CV to people@buzzworksholdings.com. Alongside Lido Musselburgh, the award-winning company offers an aspirational dining and entertainment experience across Scotland through its other stylish brands – Scotts, House, Vic’s & The Vine, The Duke, Thirty Knots, The Bridge Inn, The Fox and Herringbone.

As family-owned businesses transition through generations, the question of whether the next generation should gain experience outside the family firm before joining becomes increasingly pertinent. This practice, often debated in the context of succession planning and leadership development, carries implications for both the individual and the organisation. Gaining external experience can be a strategic move for many reasons, shaping the future of family enterprises worldwide. Broadening Perspectives And Skillsets One of the primary arguments for encouraging the next generation to work outside the family business is the opportunity to acquire a broader range of skills and experiences. External work environments expose future leaders to different management styles, corporate cultures, and industry practices. This exposure can enhance their problem-solving abilities, leadership skills, and adaptability, which are invaluable when they eventually take on roles within the family firm. For instance, a young family member who has worked in a multinational corporation might bring fresh perspectives on global market trends, innovative business practices, or advanced technology. This external experience can enrich the family firm’s approach to strategy, operations, and competitive positioning, and enable the next generation to learn skills that they would have not had exposure to had they not ventured to work and gain experience outside of the family business. Reducing Entitlement And Building Credibility Gaining experience outside the family business can also help mitigate issues of entitlement and build credibility. When the next generation enters the family firm after working elsewhere, they often demonstrate that their involvement is based on merit rather than merely family ties. This external experience can help them earn respect from both employees and stakeholders, who may otherwise perceive their role as unearned. Moreover, external work experience can reduce the risk of the next generation feeling entitled to leadership positions without having proven their capabilities. It reinforces the idea that leadership and success within the family firm must be earned through hard work and demonstrated competence. Facilitating Smooth Succession And Innovation Integrating new ideas and approaches is crucial for the ongoing success of family businesses. The next generation's external experience can facilitate smoother succession by introducing innovative practices and modern management techniques that can rejuvenate the family firm. This infusion of fresh perspectives can be vital for adapting to changing market conditions, technological advancements, and evolving consumer preferences. Challenges And Considerations While there are significant benefits to working outside the family business, there are also challenges and considerations. The process of adapting to different work environments can sometimes lead to cultural and value clashes when returning to the family firm. Additionally, the family business might face difficulties in integrating external experiences and new ideas with long-established traditions and practices. Family businesses must carefully navigate the balance between maintaining their core values and embracing the innovative approaches brought by the next generation. Ensuring that external experiences align with the firm's long-term vision and goals is crucial for achieving a harmonious integration. Global Perspectives The practice of gaining external experience before joining a family business varies globally. In cultures with strong familial and hierarchical structures, such as in many Asian countries, the emphasis may be more on maintaining family traditions and values. In contrast, Western countries, with their emphasis on individual merit and professional development, often place a higher value on external experience as a prerequisite for leadership roles within family businesses. The importance of the next generation gaining experience outside the family business is a topic of considerable debate. While external experience offers valuable skills, perspectives, and credibility, it also presents challenges that must be managed carefully. For many family firms, the benefits of broadening the next generation's horizons and enhancing their leadership capabilities outweigh the potential difficulties. Ultimately, the decision to pursue external experience should align with the family firm’s values, strategic goals, and succession planning needs. By thoughtfully integrating external experiences, family businesses can better position themselves for long-term success and innovation, ensuring that the next generation is well-equipped to lead with both tradition and modernity in mind.