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It is not necessarily innovative but the company's CEO lives and breathes the core values and leads by example in his interactions with all employees. There is a giant poster in their office displaying the values and the company send a postcard of the same design to all new starters before they join.

It is not necessarily innovative but the company's CEO lives and breathes the core values and leads by example in his interactions with all employees. There is a giant poster in their office displaying the values and the company send a postcard of the same design to all new starters before they join.

The company take time to recruit employees who they feel will thrive in their fast-paced business and gain many benefits from it. In return, they devolve responsibility very quickly and support employee's development as they grow in their roles and take on new tasks. The company have taken a decision as a business not to follow a formal development process. Instead they coach employees day-to-day and allow them to move around the business taking on different roles to expand their skillsets and flourish in areas they enjoy. There is an internship programme through which the company found some of their most long-standing employees, including the very first! The company also run an entrepreneur programme for employees who want to go on to develop an area of the business. Examples include an employee who has created and launched their very first made-to-order sofa business; another who is in the process of launching a mattress offering in partnership with boutique hotel brand Mr and Mrs Smith; and an employee who joined to set up a Designer Platform which allows the company to support up and coming designers. There is also a Training and Development budget available for employee-directed learning. Examples of where this has been used include language lessons for employees working abroad and support enabling the CEO and CFO to join the LSE's Elite Programme.