When naming its pubs, JD Wetherspoon makes a habit of minding other people's business, whether it's The Banker's Draft, The Draper's Arms or The Monk's Retreat.
And being able to compare its performance on employee benefits and engagement against companies in other sectors is the principal advantage of the Top Employers programme says Wetherspoon's personnel and legal director, Su Cacioppo.
This is the eleventh year in succession that the pub chain, which employs around 29,000 staff across more than 900 pubs and at its head office, has been named as a Top Employer.
"It provides us with good internal benchmarks but it's also a healthy annual exercise to ask yourself these questions, even though you might not always like some of the answers," says Cacioppo. "The programme has a strong brand too and our employees feel proud to work for a company accredited by Top Employers. At recruitment events, many applicants will also tell us how they they've noted that we have been recognised in this way."
Wetherspoon's has earned a reputation for innovation as an employer. In 2009, it was the first pub chain to sign the government's Skills Pledge. It started smoke-free bars as early as 2006. It has abolished compulsory statutory retirement and has introduced a pay scheme where managers can earn an extra 50% of their salary in bonuses.
And last year, when it was revealed that close to 80% of employees were on controversial zero-hour contracts, Wetherspoon's countered by sharing a £22m bonus among more than 20,000 employees, including those on zero-hours contracts.
Just as Wetherspoon's consults locals before choosing names for new pubs, Cacioppo says listening to employees is central to success. "Our employees are our biggest critics, so we talk to them constantly to find out how we can improve. It also means we make fewer decisions where our employees go: 'What?'"
