Pragmatic and Cost Effective
We offer business driven, cost-effective and pragmatic solutions.
Before we can do that, we believe in getting to know you and your business.
We are not just an external consultancy, we aim to be an extension of your business, a partner that cares about your business and your people.


Years Experience
Pragmatism
our advice will always be practical, cost effective, honest, and straight forward
Authentic
we care about your business and your people
Supportive
always helpful and available. Hospitality businesses do not keep office hours and neither do we. Available every day that you are
Principled
we always do the right thing, not the necessarily the easiest
Sustainability
delivering long-term sustainable people solutions
SERVICES
Our team offer full 365 support to your business. Helping you concentrate on the things that matter.

365 People Support
Risk Control
While people are your greatest asset, they are also your greatest cost, and with that comes the potential of being your greatest risk.

365 People Support
Retention
The recruitment of good employees is more challenging than ever with the cocktail of Brexit and the Pandemic reducing the number of suitable applicants.

365 People Support
Strategic People Support
Your greatest asset needs a strategy to ensure your employees have a sustainable and positive impact on your business.

Our Happy Clients
OUR HAPPY CLIENTS
Our Blog
365 NEWS & INFO
Keep up to date with all things happening at 365 People Support. Our news and blogs have industry leading news and upcoming information from 365…
Time to Ditch Zero Hours Contracts?
In today’s climate, can you expect to retain and engage loyal employees if their working hours swing from high to low and back again with alarming inconsistency? Living by averages (average pay each week/month, average hours to work out holiday entitlement) is...
Retention is the hot topic of the moment
I saw a report recently that suggested a quarter of leavers were getting out of the hospitality industry, and a further quarter were resigning because of bad experiences. Only a small proportion of leavers were leaving to go to a competitor. What are you doing to...
Succession Planning, Succession Planning, Succession Planning…
I have often said to people that the most important role I had as a manager was to 'make myself redundant'. By recruiting the right people, and really spending time developing those around you, you have the opportunity to delegate more and more (and by this I mean...