At Merchants Fleet Management, 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 232 employee surveys, with a 90% confidence level and a margin of error of ± 3.35. It was published on May 5, 2017. 6582 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
97%
 
We have special and unique benefits here.
90%
 
I am able to take time off from work when I think it's necessary.
89%
 
I am given the resources and equipment to do my job.
89%
 
People care about each other here.
87%
 

What They Do

We asked Merchants Fleet Management to explain what they do. Here is what they had to say.

Merchants Fleet Management is a family-owned organization based in New Hampshire with over 50 years of experience. Merchants Fleet Management combines its strategic fleet management expertise with data-driven analytics to help customers take their fleet further.

About this Company

Website: http://www.merchantsfleetmanagement.com Industry: Financial Services & Insurance
US Headquarters: Hooksett, New Hampshire, 03106 US Sites: 3
Major Locations: Rosemont, Illinois, 60018; San Antonio, Texas, 78213 US Employees: 385
Corporate Structure: Private Founded: 1962

Employee of the Quarter

Perks and Programs

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

  • Mentorship Program: Merchants provides a formal Mentorship Program for all employees. The program is designed to engage, develop and empower talent within the company and provide exclusive opportunities for networking and professional development.   In the year long program, a Mentee is matched to a senior manager, who serves as the Mentor.  An agreement is developed to identify goals/objectives that the employee seeks to accomplish. Throughout the year, meetings are scheduled based at the discretion of both individuals; however the guideline is once a month.  In addition to the mentoring relationship the program includes several networking and community service events throughout the year.
  • Success Networking Teams: This is a Peer Mentoring program that provides team members the platform to set goals and create action plans related to their individual development plans. Success Networking Teams consist of small groups of no more than six participants which meet regularly over a 12 week period. The structure of the program, through open feedback and collaboration, allows members to hold each other accountable for action steps toward achieving their goals, while practicing peer to peer mentoring and coaching.
  • Wellness: The company’s commitment to wellness began many years ago and has become a significant part of the culture. Through the Wellness Council employees have the opportunity to provide input on various programs. The company has partnered with beBetter Health, an online wellness company in an effort to reward employees for specific results. Employees who participate in events and challenges receive points providing an opportunity to earn monetary rewards depending on their individual progress throughout the year.  As part of the wellness initiatives the company also provides fitness club and equipment reimbursement, paid smoking cessation programs, 2 wellness PTO days/year, onsite meditation programs, biometrics, chair massages and monthly fitness challenges.
  • Employee Discounts: Employees and their families receive significant discounts on any vehicle purchases (new or used), maintenance, repairs, parts, rentals and reconditioning. Employees also receive a free state inspection annually and have access to a free onsite car wash.
  • Go Further Grams: Merchants encourages employees to recognize their coworkers’ performance by presenting them with a Go Further Gram. Examples of qualifying behaviors include but are not limited to: putting in extra effort, participating in out-of-scope projects, showcasing strong creativity, participating in community service and providing exceptional customer service. Recipients of this recognition are eligible for a monthly raffle prize and are invited to a lunch with the CEO.
  • Helping Hands: The Helping Hands program provides financial assistance to all employees (if necessary) of up to $1500 annually. All requests are reviewed by a committee and are kept confidential.
  • Training & Development: The company is committed to providing all employees with training and development opportunities through Merchants University. This program allows employees to complete a variety of internal trainings over several years enabling them to earn either a Merchants Bachelor’s or a Master’s degree. There are two “tracks” available to employees: Merchants Advantage; for all levels of employees focusing on general core competencies as well as technical business knowledge. The second track is Merchants Best in Class Leadership, which is available for all managers, supervisors and future leaders. These trainings cover the competencies necessary for leadership including but not limited to performance management and coaching and development. A Fleet Management Certificate, taught by Subject Matters Experts, is also offered to educate employees on business operations.
  • Scholarship Program: Merchants provides up to five $1000 scholarships per year to qualified dependents of full-time employees. Through an outsourced partnership, applications are reviewed and scholarships are awarded to individuals who demonstrate strong character and work ethic through family dedication, volunteerism, work experience and/or student activities.
  • Annual Singer Softball Cup Tournament: The company holds an annual softball tournament in the summer for employees and their families. In addition to the softball game there are family events and activities provided in a festive and fun atmosphere. Several teams compete for the “Singer Cup” appropriately named for the Owners of Merchants.
  • Charitable Contributions Committee: Merchants is committed to a corporate culture that celebrates and encourages community involvement, investment and volunteerism.  The Charitable Contributions Committee is an employee driven committee that meets once a month to review requests. Priority is given to those local charities supported by employees as well as the mission statement. Approximately 150 local charities receive financial support and/or volunteer hours annually.

COMPENSATION BY THE NUMBERS

4% Average 401(k)/403b company contribution per employee81% Company-paid health coverage for employees
79% Company-paid health coverage for dependents $4,333 Average Tuition Reimbursement
$7,500 Maximum Tuition Reimbursement
NAFA Conference

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 40 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take5 days Fully-paid paternity leave (does not include personal vacation or paid time off)
7 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents (including FMLA)
5 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

16 hours Paid time off to volunteer $105,645 Philanthropic donations in last year
$3,390 Total company-matched employee donations in last year

Diversity

  • Sr. HR Talent Business Partner is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
New Horizons Volunteering

DEMOGRAPHICS

 
SEE Science Champagne Putt

How to Get Hired

We asked Merchants Fleet Management 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?

There are several characteristics for prospective employees that are essential for success at Merchants. The first is the ability to work as part of a team. This requires the individual to possess strong interpersonal skills, be humble and be focused less on individual accomplishments and more on meeting team goals. Secondly the individual must be committed to providing exceptional customer service. There is a strong recognition at Merchants that our customers come first and that there be flexibility in how employees respond to customer requests. If we are unwilling to take care of our customers another company will. This is a competency measured on all Performance Reviews regardless of the individual’s position. Lastly, the willingness to give back to the community is very important. The Company provides all employees paid time off to volunteer time to local agencies/causes.

What can prospective employees do to get your attention?

For prospective candidates it is important that they understand our business. This will require some research both through our website and by networking. In addition, they must clearly communicate how the Company will benefit from their experience and/or skills. There are several important qualities that should be highlighted. The first is to demonstrate a strong passion and enthusiasm for the opportunity. The expectation is when the candidate enters the organization as an employee that they will be engaged and committed to both their career as well as the Company’s success. Another desired quality is to possess a personal vision and/or career aspiration; this may include the position they may be hired for or beyond. In addition, their personal vision may also include developmental opportunities they would like to take advantage of such as pursuing additional education.

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

The Company remains focused on hiring top talent in 2017; it is the highest priority given the importance to the Company’s overall results. In addition, talent plays an integral role in succession planning. Specifically, the Company is focused on hiring college graduates in an entry-level Management Trainee position that are willing to come into the organization and learn about the different aspects of our Fleet Management business. Given the significant growth and opportunities that the Company has experienced in the last several years these individuals would then be placed in parts of the organization that would best utilize their skills. A further area of focus is technology (e.g. Software Developers). The Company is committed to utilizing technology for the benefit of our Fleet Management customers. Through this enhanced technology customers will be have better access to information and be able to operate their businesses more efficiently.

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

There are several steps candidates can take to learn more about the opportunities at Merchants. First, they can go to our Careers page where there is information on our business, the history of the Company, benefits and open positions. Candidates will also be able learn more about our culture and whether they would be a good fit. In addition, candidates can go to sites such as LinkedIn or Facebook for further information on/insight into Merchants. Finally, we would recommend that candidates use their own network(s) and reach out to individuals who have direct knowledge of Merchants as a potential employer. The Company has been in business since 1962 supporting the local community which affords ample opportunity to reach out to many individuals including current employees, customers and local business owners with knowledge of Merchants.

hiring Outlook

50 Forecasted positions to fill in coming year 20% Job Growth
16 Average applicants per opening 1,890 Total job applicants
20% New hires by employee referrals 5% Openings filled by current employees
7 Recent graduates hired 13% Voluntary turnover for full-time employees
8% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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