Officially a Very Good
Company to Work For
Officially a Very Good
Company to Work For
Officially an Outstanding
Company to Work For
Officially an Outstanding
Company to Work For
Officially a World Class
Company to Work For
Officially a World Class
Company to Work For
Officially a Good
Company to Work For
Officially a Good
Company to Work For
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
HOW MANY DEGREES in fun do you need to become a playologist? It's a pressing question for Mothercare and Early Learning Centre stores across the nation, as the retailer has created this new role "just in case there is anyone who doesn't know how to or needs some encouragement to have fun". The chain's 7,541 employees return the third highest results overall among the big companies in our survey for the upbeat spirit and family feeling at work. Staff go out of their way to help each other (a 77% positive score) and feel a strong sense of kinship (74%). They also care about one another (79%) and have fun at work (83%), no doubt helped by a £150,000 annual social budget. The share option scheme is open to all, and last year everyone had a bonus that was related to company profit as well as personal performance. Staff share a half-yearly bonus based on their store's performance, which can be up to 8% of annual salary. Employees feel fairly paid compared with similar jobs in rival firms (58%). Three-quarters work part-time, and feel happy with the balance of work and home life (67%) and don't spend too much time working (63%). People don't get stressed in the job either (79%). The workforce feels the firm makes use of their skills (62%), and there is a new training programme called Brand Ambassadors to help store employees become expert in a particular area, such as toys, and then share this information. Bosses deal with issues, rather than trying to avoid conflict (65%), and motivate everyone to give their best every day (69%). Staff say they feel proud to work for the company (76%). mothercare.com
My team is fun to work with
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
I feel proud to work for this organisation
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
I feel that my manager talks openly and honestly with me
Last christmas they had a lunch-time reception for head office employees. They also hold a fabulous party for the children of head office employees on Christmas Eve. Store teams receive a budget per head for their Christmas celebration. Last year they also held a summer carnival for head office employees. Their is a social committee at head office which arranges fun events like quiz evenings, bingo nights and theatre trips.
My team is fun to work with
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
I feel proud to work for this organisation
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
My team is fun to work with
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
Companies offering private health insurance to all employees.
At least 40% of senior managers are women.
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2 Star
organisation, simply click the link for further information about careers with
Mothercare plc
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