Investing in our staff and culture

At People First Conference Centre, staff wellbeing and culture are at the heart of everything we do. Over the past year, we’ve worked to make our values of inclusion, respect, and opportunity, something everyone lives every day. 

Regular development sessions give teams a chance to share experiences, learn new skills, and celebrate achievements. Wellbeing activities and open conversations create a supportive environment where everyone feels valued and heard. Hospitality Academy learners work alongside staff in a professional setting that fosters teamwork, pride, and respect.

The impact is clear. Staff feel motivated, supported, and proud to be part of a team that makes a real difference. Learners gain confidence, employability skills, and a sense of belonging. Feedback shows both groups feel stronger and more connected, united by a shared purpose. This culture of support benefits everyone, showing that when people thrive, the whole community benefits.

The Advocacy team recognised the need for open conversations about workplace culture. We created spaces to discuss values, behaviours, and collaborative ways of working.

A development day gave everyone the chance to share thoughts, suggest improvements, and review staff survey results. Honest conversations about job satisfaction, equality, and support helped shape a more positive environment.

Culture is now part of everyday conversations, with managers discussing kindness, respect, and accountability in 1:1's. Regular informal get-togethers, including Tea Pot Tuesday, Thirsty Thursday, and monthly lunches in Cumbria and Teesside, help the team connect, build friendships, and foster a sense of belonging.

The Creating Careers team recently came together for a Development Day at Carlisle United, thanks to the Carlisle United Community Sports Trust.

It was a chance to check in, share how we are feeling, and look ahead. We explored new ways of working, including adopting the Supported Employment Quality Framework improving how we gather evidence and share stories, and enhancing employer engagement.

We ended by reflecting on “What makes a good job coach?” A question that helps us reconnect and focus as a team. For Job Coaches who spend much of their time out supporting candidates, days like this are vital for feeling connected and supported at People First.

The Healthwatch Cumberland team came together for a development day full of activities to get to know each other better and plan for the future. In the morning, we explored personalities using the colour system from the book Surrounded by Idiots by Thomas Erikson.

We sorted celebrities into colour categories based on their beliefs and even made friendship bracelets in a role-play game, acting out different personality traits. The four colours represent key characteristics: blue for logic and analytical thinking, green for loyalty and peacemaking, yellow for energy and enthusiasm, and red for drive and determination.

The day was a fun and engaging way to understand each other’s strengths and ways of thinking, helping the team work more effectively together.

We strengthened internal communication across Healthwatch Lancashire by helping the team to understand ow to communicate more effectively with one another. This created clearer expectations, a more supporting environment and a culture where everyone feels heard.

We also invested in staff wellbeing through dedicated team afternoons that encouraged connection, reflection and shared learning. These sessions gave staff space to recharge, build relationships and support one another, that ultimately contributes to a healthier and more resilient workplace.

Across 2025, People First has been helping young people with learning disabilities or autism learn, connect, and explore new experiences. The Youth programme has grown with new activities and sessions designed around young people’s interests, giving them more choice and ownership.

Through Children’s Short Breaks, commissioned by Cumberland Council, 14 to 18 year olds across four locations have been building confidence, learning travel skills, and strengthening community connections. Weekly and monthly sessions now mix ‘speak up’, relaxed, community, and topic-focused activities, so everyone can join what appeals most, and feedback has been very positive.

Year two of the community-based inclusive youth project sees young people taking the lead, working with local groups to review and improve activities. This not only makes experiences more inclusive but also gives young people valuable skills and confidence as they shape the programme.