Quick facts

About Softcat Limited

SOFTCAT FOUNDER PETER Kelly says he is not interested in how much money his firm makes. "I just care that people are happy," he says. Kelly's utopian ideals were scoffed at when he set up his IT sales company in 1993, but going by Softcat's ascendant bottom line despite today's market, the last laugh belongs to him and his team.

The "me, me, me" mentality that traditionally typifies sales jobs is conspicuously absent at Softcat. Here it is all about the team. "There's a massive sense of pulling together," says account manager Michael Watson. David Francis, a services partner specialist, agrees: "Everyone wants to do well for the company."

Kelly — by his own admission a "weird and eccentric entrepreneur" — entrenched a democratic ethic at the outset. While running the 17th mile of a marathon he had a light bulb moment: let them decide which team to join, rather than tell them where to go. It worked. Ever since, staff have had a vote on company-wide decisions.

Managing director Martin Hellawell might have had to tweak this process but the staff voice is certainly heard. Managers doing a lot of listening scored 92% positive in the employee survey — just one of Softcat's raft of top scores throughout all factors.

Team bonding does not finish at the end of the working day. Many of the young workforce — whose average age is 29 — socialise together and top performers win trips to far-flung locations across the world as well as lunches at über-fancy restaurants such as Le Manoir Aux Quat Saisons. Making work an enjoyable place to be and the consequent loyalty it imbues in staff is where the company pulls ahead of its rivals, as Hellawell explains: "What Softcat has to offer to the market is not unique. So the only way we can differentiate ourselves is with customer service. It's as simple as that. It's why we're successful. And we do that because we have staff who love Softcat."

www.softcat.com


What is it like to work for Softcat Limited

My Manager
My Manager
The managers are actively involved in the recruitment process giving them interaction with potential new employees from the very start before they officially join the team. They are also involved in the job offer stage as well in order to build a strong positive relationship from the beginning. The company also give their managers the freedom to manage their teams the way they feel is best whilst offering support through internal mentoring and external coaching.
Personal Growth
Personal Growth
Any employee who wishes to attain qualifications that are directly related to their role such as CIPD qualification, interview skills or management training, will receive full support in regards to funding from the company. Softcat also have their own tailored training programme for the sales staff provided by an external supplier.
My Team
My Team
Each team has its own budget for nights out and activities which the team itself get to decide what they do with it. This is in addition to the other regular whole company activities such as the fancy dress Christmas party or the End of Year party which is usually a boat party on the Thames to celebrate the end of the financial year. They also have a May Ball, a black tie event where partners are invited as well, which is held for no other reason than to break up the year!

Learn more about the 8 factors of workplace engagement here

Benefits:

  • Shares
    Shares

    Companies where employees are offered share options

  • Holidays
    Holidays

    Companies offering a minimum of 25 days annual leave

  • Gym
    Gym

    On-site gym or subsidised gym memberships

  • Charity Activities
    Charity Activities

    10% of staff undertake charitable activities during business hours

  • Childcare
    Childcare

    On-site nursery or vouchers

  • Maternity
    Maternity

    At least 10 weeks' leave on full pay

  • Health Insurance
    Health Insurance

    Full family cover

Company Statistics

  • Staff Turnover:

    18%

  • Number of Staff:

    196

  • Staff:

    196

  • UK sites:

    2

  • Earning £35,000+:

    44%

  • Male : Female:

    64% / 36%

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