34 Employee Reviews (View Most Recent)

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Good place to work

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Food and Beverage Shift Lead  in  Winter Haven, FL
Current Employee - Food and Beverage Shift Lead in Winter Haven, FL

I have been working at Merlin Entertainments

Pros

Fairness to employees
Hard work is reconized and rewarded
Decent starting pay
Supervisors communicate well with their employees
Job advancement is fairly easy if you are a hard worker

Cons

Re-active rather then proactive
Difficult to get hired on full-time
Favoritism to certain employees is common
Lack of set positions (i.e. sous cook, grill master, ect.)

Advice to ManagementAdvice

Don't play favorites. Just because you hang out after work, doesn't mean they deserve all the rewards. Put out important information in a better way rather then just word of mouth.

Other Reviews for Merlin Entertainments

  1.  

    Needs Auditing on a Weekly Basis

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Food and Beverage  in  Farley, England (UK)
    Former Employee - Food and Beverage in Farley, England (UK)

    I worked at Merlin Entertainments full-time for less than a year

    Pros

    Free Tickets, Met some really nice people.

    Cons

    Lack of proper leadership and lack of hours leads to uncertainty of income each month

    Advice to ManagementAdvice

    Get rid of the 0 hour contracts and then people will stay, i only left because i wanted proper hours.

    Recommends
    Negative Outlook
  2.  

    Profit driven corporation.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee  in  London, England (UK)
    Former Employee - Anonymous Employee in London, England (UK)

    I worked at Merlin Entertainments full-time

    Pros

    •Good for job for a short time. Younger employees looking for holiday time/weekend work would find this a good opportunity.
    •Limited free tickets to Merlin group attractions.
    •Other employee benefits such as discounts with local partners (however, these benefits are made slightly obsolete as the pay scale and working hours prevent many employees from taking advantage).
    •Colleagues for the main part provide a fun inter-team environment.
    •Holiday and company sick pay unusually included in a zero hour contract.
    •Steady source of income for a employment group who are most likely used to self employment.
    •Possibility for promotion and moving forward in the company but only on a 'it's not what you know, it's who you know...' basis.

    Cons

    •Zero hour contract HOWEVER company expects and rota's employees on a set number of shifts per week with little to no flexibility: Failure to comply results in investigations and disciplinary meetings.
    •Sickness is treated as a failure on the employees’ part and is 'investigated'. Disciplinary meetings are common. Those who are ill or those who require time off for medical/bereavement reasons are made to feel guilty.
    •Focus is given on guest experience sometimes to the detriment of staff well being.
    •High season hours are long with not enough breaks for the nature of the work. This is mind the pay is not high enough to reflect neither the expected work commitment of staff nor the minimum education/experience requirements of employees. Overtime is offered and encouraged but leads to overworking of staff. Given that this is a group that collected over £1b in revenue in 2012 the pay of front line staff and middle management for their contribution to the company is negatively disproportionate.
    •Constructive criticism is, in theory, 'encouraged' by management but then rebuffed in reality.
    •Health and safety is run mainly for the benefit of customers, not staff. Middle H&S staff seem like their hands are tied somewhat when it comes to major changes.
    •Guest experience low ratings are blamed on front line staff, who are stretched by their work load and the flow of visitor traffic, rather than leadership teams looking at structure of individual attractions and realistic attraction capacity and budgets.
    •While most individuals contribute to a happy team, the stress of working environment is conducive to a gossipy 'one-upmanship' feel. (see next point, below)
    •"Spying" on employees outside of work hours and reporting to middle and higher managers seems to be actively encouraged and individuals are rewarded by way team hierarchy. Team members have been unfairly ‘questioned’ about absence and activities not under the interest of the company, with notes made on individuals’ records.
    • Favouritism operating within teams: I’m aware of at least one contentious instance of unfair treatment in regard to paid compassionate leave.
    • Lack of flexibility for those with family commitments
    • Staff are seen as dispensable and the company has no qualms about making this common knowledge: General attitude from management of 'if you don't like it, leave.' and the feeling of being caught up in a witch hunt is common.
    • Promoted positions do not offer a high enough pay scale, leading to a lack of qualified candidates applying for the job and thus under experienced staff are rushed through to fill positions.

    N.B. None of the individual cases of bad practice re: sickness/compassionate leave/family commitments mentioned above are my own. All are fairly common knowledge within the team in question but worth mentioning for reference.

    Advice to ManagementAdvice

    •Give as much focus to your front line and middle management staff as you do to your guest budget and your staff and customer ratings will improve. As will the calibre of your staff.
    •If you're offering zero hour contracts you realistically should offer flexibility. You can't have it all ways. Again, this would improve work ethic and the calibre of staff.
    •Consider reviewing the pay scale for front line and middle management if you wish to keep skilled and dedicated employees.
    •Also review 'time off' policies and flexibility in terms of employees with family commitments and those who require compassionate leave. A fair holiday/sickness/package is already in place which is an asset on a zero hour contract and I consider this the only benefit of having a set number of working days on this type of contract. However, employees should not be guilt tripped when the package designed to protect and support them is used.
    • Remember your staff are human, you have a large workforce but employee's still should feel valued and not just as though they are a number and not a name.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
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