Chris Hartley

Managing Director Chris Hartley to retire from Love2shop Business Services after 13 years

We’re saying goodbye to our Managing Director, Chris Hartley, and wishing him well in retirement.

While we’re sad to see an integral part of our team go, it gives us a chance to reflect on his 13 exciting years with Love2shop Business Services. The story of Chris’ time with us is very much also the story of Love2shop Business Services’ growth and success.

Park Group founded a B2B division in 2006 to capitalise on the business reward market. Chris joined the team from Argos Business Solutions to develop a solid B2B proposition.

Twelve years later, Love2shop Business Services is an indispensable arm of Park Group’s business. And still a fast growing division.

Love2reward, our first B2B brand, started with a shopping voucher. Now, Love2shop Business Services is home to vouchers, gift cards, and digital rewards. A network of rewards in more than 150 countries. Digital platforms for incentivising, recognising and rewarding staff and customers. A suite of employee benefits services. And multiple specialist teams finding, acquiring, and building relationships with our valued clients.

We did this through a commitment to innovating our products. A fearless will to compete for our place in the reward market. And an immersive belief in the value of our products and platforms.

Chris’ leadership created a place for those values to flourish.

Now it falls to us to keep them alive in the future. New opportunities and new challenges are around the corner for us. The culture that Chris built will serve us well in dealing with them.


Chris reflects on his time at Love2shop Business Services

Chris, speaking about his time with Love2shop Business Services, said: “I’m very proud to look back on 13 years of success and achievement at Love2shop Business Services. The products and services we have developed have taken us from being a bulk voucher provider to one of the most trusted, versatile and innovative providers of multi redemption reward services in the UK.

“The successful development of our own processing network, flexecash®, has been the crown jewel of my time at Park, but the memories I will cherish the most are of the fantastic people I have worked alongside during my time here.

“I wish everyone at Love2shop Business Services and Park Group the very best in the future, and I thank everyone that made my time with Park so memorable and successful. Whether that be team members, clients or suppliers.”

Speaking about Chris, Park Group CEO Ian O’Doherty said: “Chris will leave a legacy dedicated to fostering excellence and making Park a great place to work. His commitment to driving our successes to date have not gone unnoticed. For that, we thank him.

“I am very grateful to Chris for all his support and hard work, and for his contribution to the success of Park Group over 13 years. I wish him all the best in his retirement.”

a simple employee engagement definition

A useful employee engagement definition in plain English

An employee engagement definition can get complicated. As complicated as someone wants it to be, really.

It’s the kind of concept that becomes nebulous and hard to pin down once someone dresses it up too much. Or tries to twist it to fit their own agenda.

We’ve got a simple, workable employee engagement definition. And a bit of detail on why a simple definition matters.

A simple employee engagement definition:

“Emotional and professional commitment from an employee to their employer’s goals.”

What’s in a name?

It’s easy to see how that definition could start to be slathered around so thin it loses meaning. It’s more than morale, but it’s connected to morale.

It’s more than motivation, or loyalty, but connected to both. It’s more than rewards and recognition, but they’re both part of it.

That confusion makes employee engagement an easy concept to run away with.

Just like the word “engagement” itself. A word so overused that it’s close to losing all real meaning.

You can rightfully call everything from a website click to a purchase engagement.

That’s why it matters that you get a clear definition sorted out. The importance of employee engagement is spreading through the wider HR consciousness.

If you want to take it seriously, you need a clear idea of what engagement actually means to your company.

Why we talk about employee engagement

We reflect our clear definition of engagement in our work. What we do helps businesses generate that sense of emotional investment.

We do that with recognition, rewards, benefits and incentives.

How those tools affect employee engagement:

  • RecognitionRecognition improves the relationships between staff, managers, and work. When employee hear their worth in the workplace, they believe it. And people invest themselves in places they feel they’re appreciated.
  • RewardsRewards amplify the feeling of satisfaction employees get from their achievements. Non-cash rewards become trophies that inspire and motivate employees in the future.
  • Benefits – Making your workplace an asset to your employees. That includes mental health outcomes like financial support, helplines and childcare vouchers. And it includes physical health benefits like cycle to work schemes and cash off medical care.
  • Incentives – Incentives drive employees to invest in their work. And big-ticket incentive rewards like group travel and VIP experiences create life-long memories for your biggest achievers.

Combined, you can see how these ideas hark back to the definition of employee engagement.

Be similarly strict about engagement when you’re discussion in your workplace. It’s a simple benchmark to measure your success against after your first few employee engagement surveys.