Pros
Stable Job: Around Leicester, they welcome you with open arms. It’s a big perk for anyone in the area, and though some may complain, the location and work hours are real benefits. Great Team Atmosphere: If you’re lucky, you’ll get some fantastic teammates who help make each day easier to tackle. A good team really can make all the difference. Top-Tier Cafeteria: It’s one of the best cafeterias I’ve seen in a workplace (though the coffee machine has its off days!). As a tile-focused company, the cafeteria feels more like a showroom, showing off how the products can look. Honestly, it’s a nice touch. Special Days: They celebrate a lot of unique days that add a bit of variety to the routine. Smart Environmental Investments: The racking system here is well-designed and safe, with regular safety checks and inspections that get positive marks. They’ve put thought into making the environment safe and efficient. Friendly Coworkers: People here are easygoing and have a good sense of humor—there’s always someone to share a laugh with about almost anything. And, of course, the magic word: Bonus...
Cons
Let’s start with bonuses. These so-called “share bonuses” come after a full quarter or financial year, but no one really knows what qualifies you to receive and how much. I’ve never heard a clear explanation of the criteria—it’s just this vague in my head “carrot on a stick.” And here’s the kicker: managers will tell you to treat it as part of your salary, even if it’s based more on showing up than on actually performing well. So, there’s little motivation to go above and beyond. If you’re out sick a couple of times in a quarter, your bonus is gone, even if your work outshines the laziest person in the room. It doesn’t matter if your performance is great; as long as someone else just shows up, they’re getting it, too. If you’re on the shop floor, it’s a similar story. Doesn’t matter what you do or how skilled you are; everyone gets the same title: “Warehouse Operative.” Why? Because Topps doesn’t want to complicate payroll or face demands for pay raises or differentiated bonuses. Whether you’re doing hygiene, driving a reach truck, or using a forklift, it’s all treated as basic “skills everyone has.” So, if you’re driving heavy equipment while others are just stacking boxes, you’re still paid the same rate. Fair? Not really. Then there’s the training. Don’t expect a dedicated trainer; you’ll probably just be paired with another picker for a few hours or days to get “fit” for the role. That person probably doesn’t even want to be there and is just doing it for a break from their own tasks. They may not care whether you’re truly prepared, and soon enough, you’ll be that tired worker training someone new, just like they trained you. Our Operations Manager is a good person but has limited influence. He can make cosmetic changes or work on a project that sounds promising, but ultimately, he just passes down what upper management wants him to say. He can discipline people, suspend you or/and bonuses, or terminate employment. It is a power? It’s superficial. Topps will listen to your ideas—but don’t expect them to be credited to you. Sometimes, you might suggest something brilliant, only to see it implemented later with someone else’s name on it. Coincidence? Sure. To their credit, harassment issues are taken seriously and are generally dealt with appropriately if you’re the victim. The communication here is pretty much non-existent, and that affects everything: salaries, bonuses, training, supplies, and handovers. Imagine the OP Manager sees you’ve made a mistake. He knows you did it—so how does he handle it? A. Confront you directly to address the issue? B. Find someone else to pass along the message, even if they don’t know the details? I left it for you. If even simple things are handled this poorly, you can imagine how chaotic communication is at higher levels. All a mystery, really. There is no genuine opportunity for growth here. You need to be incredibly lucky to secure a desirable position, and even the highest achievements may not guarantee a promotion. You could find yourself stuck as a "WAREHOUSE OPERATIVE," even while leading a team and the highest reward is paying you this time as overtime. Isn’t that frustrating? Often, the effort you invest goes unrecognized, and when someone does acknowledge it, "promotions" feel unworthy of your hard work because you still remain a warehouse operative. It’s disheartening when one person, who is truly trying their best for you, can't overcome the bureaucracy.
