We speak to MD Adam Miles and HR manager Fhalguni Patel from Athena Surfaces about their own careers, attracting and retaining a skilled team, and their thoughts on the future in the new homes market.
Let’s start with your roles at Athena Surfaces. Can you tell us about your history with the company, what inspired its founding, and your previous experience in housebuilding?
Fhalguni Patel: I joined Athena Surfaces at the start, 11 years ago, bringing my expertise in people management to support the company’s growth. Before this, I worked in HR across various sectors, including manufacturing and retail, but this was my first role in the construction supply chain. I was drawn to Athena because of Adam and his clear commitment to the team and clients. Although I didn’t have direct housebuilding experience, my focus on fostering positive workplace cultures has been key to supporting Adam’s vision. I oversee everything from recruitment to staff development, ensuring our team is equipped to meet the demands of the industry.
Adam Miles: I’ve been the managing director of Athena Surfaces since its inception 11 years ago. The idea for the company came from spotting a gap in the market for premium, reliable surfacing solutions tailored specifically for housebuilders. I’d spent over 20 years in and around the construction industry, including a decade working directly with housebuilders, managing supply chains for materials like flooring and worktops. That experience showed me how inconsistent quality and delivery timelines could disrupt projects, so I wanted to create a company that prioritised reliability and excellence for this audience – housebuilders of all sizes, from SMEs to large nationals. Our mission was to become a partner they could trust, delivering products that enhance the homes they build.
What does Athena Surfaces look like today?
Fhal: From an HR perspective, our growth has been exciting to support. We’ve scaled our team to match our expanding reach, ensuring we have the right people in every region to maintain our high standards of service. It’s been a collaborative effort, and seeing how our work impacts housebuilders and their customers across the country is incredibly rewarding.
Adam: Today, Athena Surfaces is a well-established supplier, working with a diverse range of housebuilders across the UK. We’ve built strong relationships with both regional SMEs and national players, supplying surfacing solutions for projects from Cornwall to Scotland. Our portfolio includes everything including the UK’s biggest housebuilder networks, and we pride ourselves on our ability to adapt to different project needs. We’ve also recently expanded our operations to better serve Scotland and North East, ensuring we’re a truly nationwide partner. We even sent one of our teams to Ibiza in April to fit a large worksurface in an incredible kitchen over there, the logistics of that were a challenge but great fun.
Athena Surfaces clearly relies on a talented team. What range of skills do your staff bring, and are there any long-service or newly created roles? Have any team members transitioned from housebuilding to the supply chain?
Adam: Our team is a mix of diverse talents, from logistics experts to product specialists who understand the technical demands of surfacing materials like porcelain. We have several long-service team members – our production manager, for instance, has been with us for 11 years and has been instrumental in streamlining our processes and ensuring quality production. Interestingly, one of our sales managers previously worked for a national housebuilder, bringing valuable insight into the challenges our clients face. That perspective has been a game-changer for how we approach customer relationships.
Fhal: The diversity of skills Adam mentioned is something we actively nurture. We value long-service staff for their deep knowledge, but we also seek fresh perspectives. The transition of team members from housebuilding or kitchen manufacturing to the supply chain has been a real asset – it helps us anticipate client needs better. My role is to ensure everyone, whether they’ve been here for a decade or a month, feels supported and empowered to grow.
Fhal, as HR manager, what’s your focus when it comes to supporting the team?
Fhal: Our HR strategy is all about creating a supportive, growth-oriented environment. We conduct regular appraisals to set clear goals and provide feedback, which helps everyone stay aligned with the company’s vision. Training is a big focus – we offer both technical and soft skills development, like product knowledge sessions. We also hold team events, such as our recent fundraiser for Acorns Children’s Hospice, where the team dressed up in crazy shirts to raise money. These events build camaraderie and remind us of our shared purpose. I maintain an open-door policy, so anyone can come to me with issues, whether it’s a work challenge or a personal concern. It’s about fostering trust and ensuring everyone feels heard.
Adam: I’ll add that Fhal’s approach has helped build our culture. The open-door policy, in particular, ensures I stay connected with the team too. It’s not just about fixing problems – it’s about understanding what drives our people and how we can support their success.
On a personal note, what have been the most satisfying moments during your time at Athena Surfaces?
Adam: One of my proudest moments was securing our first contract with a national housebuilder seven years ago. It was a massive vote of confidence in our capabilities and marked a turning point for our growth. A big challenge came during the supply chain disruptions of 2020 – we had to completely rethink our sourcing strategy to keep projects on track. Overcoming that taught us resilience and led to stronger supplier relationships. Moving to our new factory in 2024 was also a major change to the business opening up a lot more potential for the team.
Fhal: For me, the most satisfying recent moment was seeing the team come together for the Acorns fundraising, the shirts and the ongoing awareness in the office. It wasn’t just about raising money – it showed how much our people care about making a difference. A challenge I faced early on was integrating new hires during a period of rapid expansion. It required a lot of one-on-one support to ensure everyone felt part of the team, but seeing them thrive now is incredibly fulfilling.
Have there been significant changes in your products or client expectations in recent years? How have the ups and downs of the industry impacted Athena Surfaces?
Adam: Client expectations have evolved, especially around sustainability. Over the last five years, we’ve adapted by introducing more eco-friendly products, mainly premium Italian porcelain from our partners Mirage, which have been very well-received. The rise of digital tools has also changed how we work – our team can now get real-time updates on templates and installations. The industry’s ups and downs, like material shortages and economic uncertainty, have been tough, but they’ve pushed us to innovate.
Fhal: From an HR perspective, these changes have meant recruiting for new skill sets, like specialised tool expertise, to keep up with product developments. The industry’s fluctuations have also highlighted the importance of staff retention – during uncertain times, we doubled down on training and recognition to keep our team motivated. It’s been a balancing act, but it’s made us stronger.
Looking ahead, how do you see the future of the housebuilding industry and Athena Surfaces?
Adam: The housebuilding industry is at a pivotal moment. Government targets to build 1.5million homes in the next five years are very ambitious, but they present opportunities for suppliers like us to step up. Product trends are leaning towards higher sustainability and smart technology – think antimicrobial surfaces or integrated charging stations. For Athena, my goal is to expand our product range further and grow our presence across markets. I’d love to see us become the go-to supplier for sustainable surfacing solutions in the UK.
Fhal: I agree with Adam – the industry’s future is full of potential, but it’ll require adaptability. Government targets will likely increase pressure on housebuilders, which means we’ll need to be even more responsive as a supplier. From an HR standpoint, my focus is on building a team that’s ready for these changes. I hope to see Athena Surfaces continue to be a place where people love to work, where we can attract top talent, and where we make a positive impact – both in the industry and through initiatives like our charity work. Together, I think we can achieve great things.
