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Cotswold Company

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Cotswold Company

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Cotswold Company Compensation FAQ

Read what Cotswold Company employees think about their compensation at the company.

Cotswold Company has a compensation and benefits rating of 3.4. If you want to know how much Cotswold Company employees make, head to their Salaries page to see a list of salaries per occupation, along with bonuses.

All answers shown come directly from Cotswold Company Reviews and are not edited or altered.

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Workplace

3 English questions out of 3

11 May 2022

What is the salary like at Cotswold Company?

Pros

If you like: being underpaid, not having a voice, not feeling supported, not feeling valued, not enjoying your job, not being rewarded for exceeding expectations continuously, not having a clear growth path, not being part of the 'inner circle' & awkward company-wide morning calls...YOU'LL LOVE IT HERE.

Cons

The word Family is banded around in abundance within this 'local Cotswold company'. From the CEO + Directors to store staff, you are told you are a part of a bigger family for the importance of ' the company '. We all drive towards the same thing, we are all as important as one another....However, its not quite as it seems. This disorganized company hides behind the family branding they crave so much, in a desperate attempt to hide the unhappiness of their staff & their genuine reliance on foreign imported furniture. The most unfortunate part of this is that it all stems from utterly abysmal communication from the top down. A CEO who simply cannot forecast and key directors who bicker over power are what truly impact the success of this import-reliant retail 'giant'. It's not the ones at the top who see the impacts of this amateur business management though... it's the people who are paid a fraction of what the market dictates they are worth and their families....their REAL FAMILIES. Your best bet is to get into an interview and ask for whatever salary you think you're worth because GIRL..you ain't getting no raise. So how do family treat their loved ones...their most loyal members?.. Not only do they struggle to offer real promotions to staff (even managers), but they pay higher salaries to oncoming employees in a bid to 'acquire the best talent' instead of retaining it. The only way to get yourself the promotion you want here - is to LEAVE. Overall, You'd be lucky asking for anything from this HR team, laziness is what to expect. I would be asking for retention rates and the last 2 years of employee satisfaction surveys on my first interview.. The work you do isn't overly rewarding either, from the unhappiest customers I've ever met, to some of the most misleading advertising I've seen, to the most obvious creative copy and paste from their rivals, Neptune. This is not a brand that looks like it's going to stay around for the ages. It's an eCommerce company that firefights daily and lacks a vision for sustainable longevity. Where does the money go?.... An abundance of non-recyclable packaging, extremely high external agency costs (due to how hard they are to work with), an overpaid management team & recruitment costs for new employees who lack the skills current employees possess. Where does the money not go? their employees. My overall advice is this, go there if you want to learn how to appreciate your next job or if you want some employee discount (you'll get a better deal in the outlet). But don't go there for a career..go and be ambitious and use your talents somewhere they will be appreciated and VALUED. As my headline states, this company is not good for your growth, progression, or personal success. There is a glass ceiling that will never move because there are too many overpaid people standing on it. ....and in case you're optimistic that it's changed...it hasn't.

Advice to Management

If you create a culture where people have clear progression, clear objectives, and are supported - people align themselves to the same goals as the business - because they want to grow and succeed. TCC has plenty of managers by name - but none by trade or skillset. Put your staff first, listen to them and support them . Their satisfaction and skillsets will give TCC success - not your poorly executed quarterly strategic plans...and advertise to more minorities - you wouldn't want people to actually think you're just selling to white people.

Not only do they struggle to offer real promotions to staff (even managers), but they pay higher salaries to oncoming employees in a bid to 'acquire the best talent' instead of retaining it.

11 May 2022

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18 February 2021

How often do employees say they are paid at Cotswold Company?

Pros

Superb management of the Covid-19 crisis, with support platforms from mental health, emergency funds to treats. Cotswold are a great company to work for if you want a fun place to work with friendly and supportive colleagues.

Cons

Not so good at keeping on top of individual's needs, as busy looking at the bigger picture. Whilst its appreciated, as the mortgage payments depend on their ongoing success, progression, salary reviews and personal needs can be overlooked.

Whilst its appreciated, as the mortgage payments depend on their ongoing success, progression, salary reviews and personal needs can be overlooked.

18 February 2021

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18 May 2020

What are pay rises like at Cotswold Company?

Pros

Relatively flexible working (not so much pre Covid-19 – a certain few people seemed to get more flexibility). Nice coffee machine and facilities at head office.

Cons

No progression in certain areas, yet it seems the company are keen to hire people above existing staff members and not give the chance to existing employees who put a lot of work and effort in, this means that good staff members have left as there is no progression for them. No increase in salary for long standing staff members, yet new employees and what seems like an 'elite few' are clearly being paid handsomely. 'Us vs. Them' mentality between departments, not helped by unrealistic deadlines and poor management at the senior level, resulting in a lot of finger pointing and poor morale within teams. The 'board level' seems unattached from the real day to day, resulting in unrealistic demands, tight deadlines and unhappy staff. Sometimes feels like a puppet show with the board members pulling the strings. Staff survey and 'Pulse surveys' seem pointless, as when the results are in management have a tiff and wonder why morale is low, then nothing is actioned and it's back to square one. At one point the message fed back was 'if you're not happy here then find a job somewhere else". Obviously there are tough times at the moment with the Covid-19 pandemic, understandably some staff members have been furloughed, yet the work load for existing staff members has got increased and is becoming increasingly demanding. Work is still being delivered but at the detriment of these staff members wellbeing. Seems as though the board are seeing what departments can 'cope' with fewer people and not bother bringing the furloughed staff back. Work/Life balance is poor, escalated by the Covid-19 pandemic and home working – end up working longer hours and not being able to switch off as the working day has no clear end. The wellbeing of staff is said to be important by the HR/'People' department, but it's almost a tick box exercise of sending through low quality pamphlets and info pulled from the web. Not very helpful.

Advice to Management

Culture is more than a ping-pong table and a coffee machine. Focus on the staff, the people who make it possible for your company to be profitable, rather than the short term wins at the detriment to your staff. The people are what makes the business, they are not a commodity.

No increase in salary for long standing staff members, yet new employees and what seems like an 'elite few' are clearly being paid handsomely.

18 May 2020

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3 English questions out of 3

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