Learning & Development

Motimate - Our e-learning & Development tool 

Motimate is our multi-functional platform and tool.

In Motimate there are:

• Onboarding materials

• Courses for your specific role/department

• Information about your hotel/HQ

• Information about our benefits

• The communication channel Pulse

If you have problems logging into Motimate, please contact your closest manager.

Unleash - Leadership Development Program / Leadership Training

Unleash is the wider Strawberry’s Group Leadership Curriculum. It offers opportunities for leaders across all levels to continuously grow their leadership skills, confidence and ability. 

Unleash is a blended learning curriculum, with a mix of digital learning paths through Motimate, online webinars, and in-real-life workshops.

There is something for every leader, depending on where you are on your leadership journey. 

The three different parts of Unleash are:

Unleash Myself - Lead myself and understand the role and expectations of a manager.

Ideal for new first-level leaders who need to transition successfully from individual contributors to leaders of others.  Highly recommended within 0-12 months of people’s managerial career.

Unleash Others - Lead individuals and teams to success.

Ideal for leaders who want to increase their leadership impact, positively influence performance and contribute towards building engaging workplaces. Highly recommended within 12-24 months of people’s managerial career. 

Unleash the Executives (previously the Mentorship Program) / Accelerate executive leadership growth.
Ideal for our most senior leaders who want to accelerate their leadership growth through coaching, mentoring, networking, and exchange of experience and expertise. Relevant for senior leaders,  part of management teams, and who have completed Unleash module 2 and 3.

Finder's Fee

We all know that it is difficult to find the right talent and new colleagues for both our hotels and headquarters. With the competitive landscape for recruiting and retaining talented employees and our growing number of vacancies to fill, the pressure on our leaders to find suitable candidates is increasing. But we also know that great people know other great people!

That's why we want to allow you to get compensation if you recommend a candidate who gets hired at your hotel or HQ! We call this initiative the Finder's Fee.

Find out if there is a job at your particular hotel or HQ that might suit someone you know! If this is the case and when the person has applied for the position - contact your manager about your recommendation now.

Instructions and information about the Finder's Fee can be found under the section Policies & Documents.

Competence development

The individual's duties must open up the opportunity for professional and personal development. At Strawberry, we always want to have the best competence in all areas and offers courses and competence development for the individual if this is needed. The employee is measured based on practical performance, employee interviews, and evaluations. The results reveal needs and wish for further development. We focus on setting itself up according to the individual's needs and offers various courses and development for individuals, groups, and departments.

Mandatory courses and continuing education 

We cover the costs of mandatory internal and external training which we operate on our own.

Performance review

All employees must have a manager with personnel responsibility to report to and turn to. Personnel responsibility is an important part of the manager's responsibility and means that the manager is responsible for the individual's development, work environment and follow-up of work performance. The immediate manager leads the work based on the needs of the business and can make decisions that affect the distribution of work between the employees.  Questions in connection with this should, as a rule, first be directed to the immediate manager.

All managers with personnel responsibility must hold at least one scheduled performance review conversation and a one follow up conversation with their employee, per year. The conversations must be systematic development and planning conversations and the purpose must be to map the goals and expectations that both the business and you have in relation to each other. The conversations must be personal and both parties must be well prepared. We emphasize that the usual work contact does not replace employee interviews.

In the case of a new hire, the manager is asked to invite the employee to 2 meetings, first after 1 month employment and the other during the last week/days of the propation period. 

Individual goals

All employees should have individual goals that are followed up regularly with the manager. The goals must be measurable, clear, realistic, and motivating. Feedback to your manager if you don't have this and ensure you get individual targets.