About Corbin & King

The leader of the organisation is very visual, in and around the businesses each day. He reads service reports for each property and specifically seeks out individuals that have been name checked as high performers or have done something exceptional just to thank them. He writes detailed staff updates on a two monthly basis to keep employees informed about what is happening throughout all the properties at that moment in time but also about future plans for the company and the opportunities that these present to all.

Employee development is supported through Paid Training Active Succession planning, in which 4 out of the 5 general managers and 3 out of the 5 head chefs have worked their way up through the ranks to these senior positions. They have a rising stars initiative where they develop and train individuals at junior level who have been identified as having the potential to grow into their future managers. 60 senior and middle managers have completed an inventory of individual work attitude, motivation and behaviours assessment and as a result have then had a personal development and training plan specifically designed around their needs and skills shortages. From this process around 20 management development training modules have been drafted and are open to all people within the organisation, regardless of their position level. There are training journeys in place for each and every position level in the business with a series of core and developmental training modules which act as steps on the ladder to their next promotion. Such courses are run with sufficient frequency on the monthly training calendar so that everyone can take their journey at their own pace.

The organisation seeks to reward employees through supplier and cultural trips on an annual basis where approximately 160 staff have the opportunity to go on overseas trips to places such as France, The Netherlands, Italy and The Czech Republic, to meet at first hand the producers of the food and beverages that they prepare and serve in the restaurants and hotels. This is a highly prized reward and has numerous benefits: it feeds the passion their staff have for their product; it increases their product knowledge; it engages them in a relaxed and social environment with other staff from other locations that they perhaps do not know; allows them to learn from each other; fosters friendships and team spirit and it creates opportunities for career advancement, exposing staff to possibilities in the other restaurants. The trips are highly prized. Staff are nominated by their Heads of Department and decisions on the final nominations are made by the Directors.