At Marco, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 595 employee surveys, with a 90% confidence level and a margin of error of ± 2.21. It was published on Jul 19, 2016. 11914 Visitors

What Employees Say

People care about each other here.
94%
 
I am able to take time off from work when I think it's necessary.
93%
 
I'm proud to tell others I work here.
93%
 
I can be myself around here.
92%
 
Our facilities contribute to a good working environment.
92%
 

What They Do

We asked Marco to explain what they do. Here is what they had to say.

We are a leading technology services company that specializes in business IT services, cloud services, managed services, telecom carrier services, copiers/printers, phone systems, document management and audio/video systems. We serve over 28,000 customers throughout the Midwest and nationally. 

About this Company

Website: www.marconet.com Industry: Information Technology
US Headquarters: St. Cloud, Minnesota US Sites: 42
Major Locations: St. Cloud, Minnesota; Saint Louis Park, Minnesota; Fargo, North Dakota; Sioux Falls, South Dakota; Omaha, Nebraska US Employees: 1,048
US Revenues: $213 million Worldwide Revenues: $213 million
Corporate Structure: Private Founded: 1973

Marco Team Earth Day Run

Perks and Programs

We asked Marco to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Sales Quota Trip: Our sales representatives play a critical role in our success. Approximately half of our growth is organic and is the result of hard work and great service on our front lines. Each year we offer a Sales Quota Trip to reward the reps who meet his or her assigned revenue goal. The trip takes place in late winter at a luxury resort in a warm destination, such as Mexico, Jamaica and the Dominican Republic. Winners can bring a guest and are treated to five all-inclusive days and nights. Typically, 25% of the sales force meet the quota. Senior managers are invited to attend as well, making it a great networking event.
  • Service Leadership Awards Program: This peer-nominated program is available to all service team members. Employees vote on who they think has done an outstanding job serving our customers. At the end of the calendar year, all of the votes are tallied. The winners, their guests and their service managers are invited to an all-expenses-paid weekend away at a northern Minnesota resort in the spring. Typically, we meet a day early to tie in some training.
  • CARE Awards: CARE is an acronym for Customers Are Really Everything. Everyone is eligible for these employee-nominated awards except managers. The awards recognize anyone who has gone above and beyond to give great customer service, externally or internally. Employees can nominate their peers on by filling out an online nomination form. Every quarter eight winners are selected and they receive a $100 gift card. At the end of the year, eight final winners are selected from all of the quarterly winners. Those individuals receive a $350 gift card and an award.
  • Title: Management Essentials and Selling Essentials: At Marco, we look at training as a best practice, not a one-time event. We’ve developed two in-house programs—Management Essentials and Selling Essentials—that make training an ongoing, internal and more personal process. Besides improving skills and defining the Marco culture, the programs help build a sense of community. These programs build internal peer groups that give the employee a stronger feeling of belonging. They also show the employee that the company and its leaders are invested in their growth because they take a personal and active role in the programs. This makes the employee feel more valued and empowered to succeed.
  • Continuous Improvement Programs: One word you’ll hear over and over at Marco is empowered. We want to empower our customers to make the best technology decisions for their businesses. We also want to empower our employees to go further in their careers and create a culture they want to be a part of. Our Continuous Improvement Programs help make that happen by providing practical tools that improve our business, our culture and our employees’ lives. We hold Kaizen and Continuous Improvement events on a quarterly and monthly basis, respectively. Employees submit suggestions on processes that need improvement. In the monthly and quarterly events, one employee from each department participates in a 2- or 3-day development session to create better ways of doing business.
  • Employee Survey: Every year since 1988, we have conducted an annual employee survey to get our employees’ perspectives on our culture. The survey is confidential and includes approximately 100 questions about work satisfaction, supervisor and executive leadership, training, continuous improvement, benefits and compensation. The survey concludes by asking employees to select the range of tenure they’ve worked at Marco. Based on the scores, we know if there are areas that need to be addressed. Improvements made as a result of the survey include healthcare plan enhancements, facility upgrades, enhanced company-wide communication, third-party compensation review and expanded learning and development. In 2015, our participation was 93%. Some of the results include: • Marco is a good employer 98% • This is a fun and friendly place to work: 95%

COMPENSATION BY THE NUMBERS

$60,000 Average salary and additional cash compensation for Copier Field Service Technician $90,000 Average salary and additional cash compensation for Technology Advisor
100% 401(k) match of employee's contribution, up to 5% of an employee's salary65% Company-paid health coverage for employees
50% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • Convenience store
  • On-site package/mailing service
Marco Great Theatre Community

WORK-LIFE BALANCE BY THE NUMBERS

23 days Paid time off after one year of full-time employment 16 days Paid time off after one year of part-time employment
12 weeks Unpaid sabbatical

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (1% use it)
  • Compressed work weeks (5% use it)
  • Telecommute option (5% use it)
  • Phased retirement planning (1% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave35 days Fully-paid maternity leave (does not include personal vacation or paid time off)
50 days Average length of maternity leave new mothers take12 days Job-protected paternity leave
12 days Job-protected parental leave for adoptive parents
*Employees are not required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Dental care
  • Mental health care

ONSITE HEALTH BENEFITS

  • Flu shots

    Community Involvement & Philanthropy

    8 hours Paid time off to volunteer $167,746 Philanthropic donations in last year

    Diversity

    • 'HR Director' is accountable to formal recruiting and retention diversity goals
    • Married employees in same-sex or heterosexual relationships receive the same benefits
    • Non-birth parents in same-sex relationships can take parental leave

    Executive Diversity

     
    Marco Corporate Receptionists

    Demographics

     
    Marco Wisconsin Booth

    How to Get Hired

    We asked Marco for some inside information on how to get hired at the organization. Here is what they had to say.

    What key characteristics tell you a prospective employee will be a great fit for your company?

    At Marco, some characteristics that make an individual a great fit is passion for the role they are interviewing for (i.e. fire in their belly to close a sale), an effective listener, personally self-aware, meaning that they understand themselves in order to know how they can work better with others, strong business acumen and professionalism and involvement in organizations or clubs that involve them in their community or area of interest. We like to see some connection of past experience, education or ability for the positon we are filling.

    What can prospective employees do to get your attention?

    To get our attention, prospective employees can provide a well crafted, professional resume, appropriate follow ups, show that they've made connections to individuals within the organization and that they stay engaged throughout the process. 

    Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

    Our goal for the coming year is to fill many Service (Managed Service Support Desk, Field Engineer and Network Specialist) roles, as well as Sales and Support positions.

    What should interested candidates do to find out more and get started?

    Interested candidates have many opportunities to learn more about our organization and our culture. A few of the ways for individuals to find out more is through our website www.marconet.com, follow and read our three blogs, through social media. By submitting an expression of interest and knowledge about our organization, we will see their engagement and desire to become a true Marco employee. 

    hiring Outlook

    150 Job openings forecast for coming year 30% Job Growth
    24 Average applicants per opening 5,473 Applications received
    200 Positions filled in past year 40% New hires by employee referrals
    20 New positions created 50 Jobs filled by current employees
    Yes Recruits on college campuses 50 New graduates hired
    7% Voluntary turnover for full-time employees 29% Voluntary turnover for part-time employees
    * All figures refer to 12-month period prior to reporting, unless otherwise noted.

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