24 Oct 2025
Jollyes Response
7moThank you for taking the time to leave such a lovely review - we're thrilled you're enjoying your role and wish you all the best on your ongoing Jollyes journey. Thanks again! :)
Jollyes Reviews
71% would recommend to a friend
Adam Dury
Not enough data to show CEO approval
55% positive business outlook
Jollyes has an employee rating of 3.7 out of 5 stars, based on 150 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Jollyes employee rating is in line with the average (within 1 standard deviation) for employers within the Retail and wholesale industry (3.4 stars).
Reviews by job title
150 reviews
20 May 2025
Jollyes Response
1yThank you for taking the time to leave your review. We’re genuinely sorry to hear that your experience didn’t meet expectations, and we appreciate you taking the time to share your feedback. We understand how important work life balance and financial stability are, and we recognise that any changes to hours or pay can be difficult. We are continuously working to balance the needs of our colleagues with the realities of running a fast-paced retail business, and we are actively reviewing how we schedule and support our teams.
With regard to training, we are committed to investing in the development of our colleagues. Our training platform is available anytime and anywhere, giving colleagues the flexibility to learn in a way that suits them. That said, mandatory training is expected to be completed during working hours, and we’re pleased that many stores across the business are supporting this, with over 2000 hours of learning already completed by colleagues since February 2025. We’ll continue to work with managers to prioritise workloads to ensure time for learning and development within the working day.
On the topic of the conference, we’d like to reassure you that this is a one-day event, followed by an evening meal and awards ceremony, not a three-day commitment. The event is designed to celebrate achievements, connect colleagues and share important business updates. We do appreciate the time away from stores and have kept the event focused and purposeful to ensure it delivers value for all involved.
Regarding store price changes, we monitor prices weekly and we respond quickly to shifts in the market and make adjustments where necessary to ensure we are consistently offering the best value for our customers. Pricing decisions are made with care, and we aim to provide store teams with the right context and tools to help communicate those changes clearly and confidently.
We’re also committed to staying connected with what life is like in our stores. As part of our ‘Helping Paws’ program, Support Office teams spend time in store twice a year, working alongside colleagues and taking part in their day-to-day responsibilities. This helps us gain first hand insight and identify opportunities to improve both the colleague and customer experience. In addition, we host quarterly listening groups where all colleagues and managers are encouraged to attend and share detailed feedback, which directly informs future changes and priorities.
We take all feedback seriously and remain committed to improving the colleague experience. If you’d be open to sharing more, we’d welcome a conversation through our People Team.
28 May 2025
Jollyes Response
1yThanks for sharing your views and we're sorry you're feeling this way. We are going through some changes to the way we work which is always difficult when people have been used to working in a particular way. Our 'full time' manager contracts have always been to work 5 out of 7 days which is standard in the retail industry, including being in store to support their teams during busy days such as weekends. We're simply addressing some inconsistencies across the working week deploying our management teams to provide the best customer experience. We understand store managers would want to work weekends as that is when our customers are in store. It’s a chance to lead by example, support their teams at peak times and ensure our stores are running at their very best to be able to deliver great service.
We have reviewed the store operating model to ensure we're optimising the mix of leadership colleagues to team members, again to benefit our customers.
We do appreciate there will be some that don't agree with our plans and for that we are truly sorry, but again for balance there are those that can see the bigger picture as we're continuing to grow and ensure we have the right structures in place to have people in roles where they're needed most.
Regarding the initial briefing of that decision, for a national business with 100 sites, the most sensible way to deliver a consistent message to everyone at the same time (so some didn't hear before others) was by an online call, rather than have people travelling across the country to attend a meeting in person then drive home, which wouldn't have suited everyone - so the follow up meetings were done at a local level.
Jollyes are absolutely a family friendly business made up of lots of parents and carers with various responsibilities and we have lots of policies and benefits to support families, so colleagues can enjoy long and successful careers with us, so we're sorry you feel that we aren't. Being asked to work some weekends genuinely shouldn't be a 'new demand' if managers have been working the 5 out of 7 days and supporting their teams during the busiest shifts which we don't think is an unreasonable ask in a retail business, where a store manager is instrumental in directing their own store's performance.
Thanks again for sharing your views and if you have any further feedback or specific points to make please do share with our people team.