Mauve Group Reviews

Thank you for taking the time to share this. We really appreciate honest feedback from colleagues; especially when it highlights areas where we can make improvements. It’s good to hear that you value the close-knit environment and flexibility at Mauve. That’s something we care a lot about, so it means a lot to see it recognised. We also take onboard your comments around the pay and grading structure changes, particularly around how decisions were explained. Clear communication is important, and if the reasoning behind changes didn’t feel transparent, that’s something to address. The pay and grading framework was introduced in 2024 after colleagues told us (through our engagement survey) that they wanted clearer progression pathways and more consistency in pay. To respond to that, all roles were independently evaluated and benchmarked against the external market in the country of work. We worked with third-party specialists to assess roles against consistent criteria across locations and job levels, with the aim of making the framework as fair and objective as possible. We were able to introduce a performance-based framework that supports regular, consistent pay progression and clearer opportunities to advance your grade. However, introducing a framework is only part of the job; ensuring everyone understands it is important too. Based on your feedback we’ve taken these actions: • We’ve shared your constructive feedback with our People and Culture team and senior leadership to explore improvements. • We’re also working with our Comms team to improve how leadership decisions are shared and discussed, including more regular all-hands sessions and informal drop-ins. If you have ideas on how we can communicate better, we’d really welcome them. We’re setting up a confidential communications suggestion box so colleagues can share feedback or suggestions openly. You can also get in touch with the team directly if you’d prefer to. If you’re open to it, we’d encourage a conversation with your line manager to expand on your concerns, and to revisit the detailed pay and grading information available internally. And if there are still gaps, please let us know. Feedback like this helps us improve, and we’re committed to continuing to listen and act on it. Thanks for being a valued member of our team.

Thank you for your feedback. We appreciate your honesty and value your contributions to the company. It’s great to hear that the fun, friendly, and flexible environment we strive to create has been a positive aspect of your experience. We also hear the concerns you’ve raised around the recent pay restructure in August and would like to address some of the points. Firstly, we're happy to confirm that every employee received an increase as part of the pay restructure, and no-one was placed at risk of red circling or reductions, as can sometimes happen with a pay restructure. In the 12 months preceding the restructure, all employees received two additional 5% pay rises to support cost of living increases, alongside companywide bonuses. Fair pay remains an important part of our commitment to employees. Moving forward, the newly-implemented pay progression ensures that employees will continue to move up the pay scale in addition to annual pay uplifts, reflecting our commitment to supporting career growth. With flexible working policies and support for overseas employee moves, Mauve has achieved a low employee turnover of just 2% annually. The decision to implement a new pay and grading structure came in response to feedback from the employee engagement survey, where colleagues expressed a desire for clearer pay progression and a more consistent approach across the organisation. The restructure was also guided by third-party expertise to ensure objectivity, consistency, and fairness—defining, sizing, and benchmarking all job roles across the global business. The objective was to align company salaries across global locations, companies, and job levels, in line with country market rates and as the organisation grows. We understand, however, that salary outcomes may not always align with personal expectations, which is why a process for appeals was put in place. The process was outlined in the framework documents shared at the same time as your salary increase letter. Although the appeals deadline has now passed, we encourage you to contact us directly through the Pay Structure email address (please see your salary increase letter) to discuss this further, and we’ll be happy to assist. Lastly, we’d like to highlight that the significant majority of employees welcomed the new pay structure positively, but we value all feedback received. Your input helps us improve, and we hope you will engage with us through the available channels to resolve any concerns. Thank you again for your dedication over the years. We look forward to continuing to support your growth within the company.