Marks & Spencer FAQ

All answers shown come directly from Marks & Spencer Reviews and are not edited or altered.

34 English questions out of 34

18 August 2020

Does Marks & Spencer have a pension plan?

Pros

Knowledgeable colleagues, great working environment (london office), good professional development opportunities, generous pension scheme, 20% employee discount

Cons

Top down sign off is clunky and impedes efficient functioning within business unit teams,the business is often slow to implement commercial decisions (not uncommon for a business this size), business cases presented for necessary upgrades and system investment often held back. Learnings from previous periods of trade not wholly taken on board year after year

Advice to Management

Empower staff more, invest in systems/tools to facilitate better handling of the job, localise certain decision making, constant restructure within departments can be negative towards morale

Knowledgeable colleagues, great working environment (london office), good professional development opportunities, generous pension scheme, 20% employee discount

18 August 2020

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19 April 2019

Does Marks & Spencer offer employee discounts?

Pros

Great benefits - 20% discount, pension, Sharesave and Sharebuy

Cons

Middle and senior management don’t have a grasp on the reality of the shop floor

Advice to Management

Get to understand your people and what makes them tick

Great benefits - 20% discount, pension, Sharesave and Sharebuy

19 April 2019

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4 September 2020

Does Marks & Spencer assist with or provide childcare?

Pros

Good discount for staff and family

Cons

Not very flexible for childcare

Not very flexible for childcare

4 September 2020

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14 October 2020

How are senior leaders perceived at Marks & Spencer?

Pros

Great colleagues and section managers who are willing to learn. The new senior leadership team are dragging the company into the future pulling the old guard with them kicking and screaming.

Cons

Non existent training at all levels of management. A set of values that on paper will deliver a great set of results however the line managers do not manage by these and are stuck in the past. You are praised for delivering green kpi's through any means possible and berated for finding root cause and fixing issues. maintenance is a huge issue broken fridges leaking roofs and no money in the company to fix. complex and outdated systems stock control routines are from the dark ages. A company that if your face fits or you like playing the game you will succeed. Straight talking and get it done managers are looked down upon. A shame as i was proud to join this company.

Advice to Management

Do not apply for the vacancies if you are a manager who is used to making commercial decisions. The heads of regions are only interested in whats happening that day and not long term planning. Apply for one of the big 4 if you want management jobs in a straight talking company.

The new senior leadership team are dragging the company into the future pulling the old guard with them kicking and screaming.

14 October 2020

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10 December 2018

What are some insights into the strategy or vision at Marks & Spencer?

Pros

Staff Discount. If you manage to find them, there are some really great people who really do care about their work. The shop in the basement of the building, most things are always reduced as the range is far to big for the size of the shop, but means cheap lunch & dinners!

Cons

Best word to sum up this company is... Arrogance. It may have the best tasting food of any food retailer but unfortunately thinking you are great doesn’t bring you turnover or profit. The arrogance extends to a ‘jobs for the boys’ culture, if your face doesn’t fit you will not progress. The culture is very top down, you spend most of your working week working on a project/concept and then engage management on the plan and progress. They then change their mind or ask for something completely different compared to the original brief. Can’t stress this point enough, you hire people for specific roles, trust them to do a job OR manage them appropriately. The amount of people in roles at Paddington who are ex retail graduates who wouldn’t survive on the shop floor and that should have been managed out of the business is staggering!! Let’s move the problem to head office is an accepted practice. Willingness to adapt to flexible working practices further hinders any progress M&S may make in the near future. Working from home was treated like a swear word, huge distrust from management at all levels as they ‘won’t be able to measure your output’. Culture recently has become even more extreme, top down, JFDIs everywhere. Do not cross new management or you will told to go or treated like you don’t want to be there; my way or the highway. Confused strategy which seems to change every business update will also hinder any progress the company wants to make - a new three year plan every 6 months won’t bring back the days of 1 billion profit. Store ranges decided based on which directors live nearby so they can get their favourite products also isn’t a sustainable business practice.

Advice to Management

Trust employees to do their jobs or manage them appropriately. Retail arrogance will always remain but try to temper it down, the good old days are gone, accept it, revise growth plans to realistic levels.

Confused strategy which seems to change every business update will also hinder any progress the company wants to make - a new three year plan every 6 months won’t bring back the days of 1 billion profit.

10 December 2018

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34 English questions out of 34