Insights from the Inside: Mark Bursens on 40 Years in the Food Industry and the Future of Talent
Welcome to The MorePeople Podcast, where we dive into the key takeaways from our latest episodes, highlighting industry insights, recruitment strategies, and leadership lessons from the field.
In our latest episode, Richard Hanwell, Managing Director of MorePeople, sat down with Mark Spurdens, Senior Lecturer at the University of Lincoln's National Centre for Food Manufacturing. With over four decades of experience in the food industry; from working in a family-run haulage business at age 13 to CEO roles, Mark brings an unmatched perspective on the evolution of food manufacturing, the challenges faced, and the future of developing talent in the sector.
From Brussels Sprouts to Valentine's Roses: Managing Industry Peaks
When asked about the toughest challenges throughout his career, Mark didn’t hesitate: “The ones with the largest peaks.” He cited examples from working with seasonal products like Brussels sprouts at Christmas to the last-minute demand spikes for Valentine’s Day flowers, a particularly unpredictable period driven by, as Mark humorously noted, “men panicking last minute.”
He highlighted how certain sectors, like flowers, pose unique planning and capacity issues due to long, complex global supply chains. Unlike processed foods that can be made ahead and frozen, fresh produce and flowers require precision logistics and forecasting – making these sectors especially challenging.
Rising Pressures: Audits, Brexit & Cost Increases
Mark reflected on the shifting pressures in the industry, including:
Brexit and border friction
Labour shortages and recruitment issues
Relentless cost pressures – especially as national minimum wage increases forced manufacturers to become 4–5% more efficient just to break even
Audit burden resurgence, including the BRC standard that originally aimed to reduce audit fatigue, but has now become a complex expectation of its own
He also discussed how different retailers often push for tougher audits without necessarily improving food safety - an example of compliance fatigue adding operational strain with limited value.
Culture, Retention & The Power of Purpose
With a career spanning leadership roles from Operations Director to Managing Director, Mark emphasised that good culture is the cornerstone of strong retention. It’s not just about pay – it’s about:
Being a decent human being
Building purpose-driven teams
Creating environments where people feel valued and aligned
“People tend to stay in businesses where they have friends,” Mark said, underlining the importance of team cohesion and shared purpose in today’s generational shift.
From Industry to Academia: Coaching the Next Generation
Mark’s transition into academia wasn’t about slowing down, it was about scaling his impact. Now at the University of Lincoln, he supports 95 businesses through coaching, training, and helping identify and grow talent pipelines. This includes helping intelligent but under-educated individuals gain the qualifications and frameworks to step into senior roles.
“The food industry has a wealth of smart, hard-working people who’ve never had the chance to get the formal training. Our job is to scaffold that education.”
Rethinking Recruitment: Beyond the CV
One key message from the conversation: open-mindedness in recruitment.
Mark and Richard both champion the idea that food and produce companies should look beyond traditional sector experience and instead focus on core skills, character, and capability. Mark pointed to his own career success across meat, produce, ambient and chilled sectors as evidence that cross-sector experience brings fresh thinking.
His example of the “Graduates and Stars” programme at Tinsley Foods, which supported high-potential individuals without degrees showed how a broader view of talent can pay dividends.
Lessons in Leadership and Legacy
Mark also shared a story of forward-thinking leadership from his time working with Mark Howard at Penmark. Initiatives like the New Starter Supper - bringing new employees together with senior leaders and exposing board members to voices from across the business helped foster inclusion and retention.
In Mark’s view, the most successful businesses are those that deliberately expose themselves to new perspectives, encourage diverse thinking, and are willing to evolve.
Final Thoughts: Keep Evolving
The conversation wrapped with a shared sentiment, that as the food and produce industries face ongoing challenges, from climate change to workforce development, the answer lies in constant evolution.
“We have to keep moving forward,” said Richard, summing up the theme of the episode.
