The Very Group

Liverpool

Total Offices: 6

2,217 Total Employees

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What's the Company Culture Like at The Very Group?

Updated on October 17, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about The Very Group and has not been reviewed or approved by The Very Group.

What's the company culture like at The Very Group?

Strengths in collaboration, inclusion, and flexible, purpose‑led ways of working are accompanied by challenges related to management intensity, inconsistent application of values, and uneven communication. Together, these dynamics suggest a moderately positive but variable employee experience that depends significantly on team and manager.

Key Insight for Candidates

Tradeoff: a purpose-led, inclusion-first culture with genuinely flexible, team-set hybrid rhythms tied to customer outcomes, but execution lags—management quality and recognition don’t consistently match the message. This matters because candidates may encounter inspiring intent alongside uneven day‑to‑day support and progression.

Evidence in Action

Team-Decided Hybrid Working — The hybrid model lets teams decide office days around customer outcomes, with offices intended for collaboration, creativity and community. This gives employees autonomy to balance focused home work with in-person connection, improving flexibility while aligning work patterns to deliver customer impact.
Everyday Inclusion Commitment — The 'everyday inclusion' ambition is supported by the 2023 Diversity and Inclusion report showing an employee-experience average of 7.9/10, with 80% of respondents scoring at least 7/10. This sets clear expectations and signals that feeling respected, valued and authentic is a daily norm.

Positive Themes About The Very Group

Collaborative & Supportive Culture: Colleagues are often described as supportive, with cross‑functional teamwork, buddying, and regular stand‑ups helping people connect and solve problems. Feedback suggests teamwork and accessible managers are common strengths, and many cite meeting personal goals with help from their teams.
Respectful & Positive Atmosphere: The environment is frequently characterized as inclusive and respectful, aligning with the aim that people feel respected, valued and able to be authentic. Feedback suggests many employees feel appreciated and treated well, particularly around inclusion and day‑to‑day interactions.
Adaptability & Agility: Teams are encouraged to experiment, speak up, and decide how to balance office collaboration with focused home working based on customer outcomes. Feedback suggests the hybrid model and autonomy support flexibility and purposeful delivery.

Considerations About The Very Group

High-Pressure & Micromanaging Culture: Customer‑service and similar roles are sometimes associated with target pressure, close monitoring, and insufficient support. Feedback suggests these conditions can undermine motivation and leave people feeling underappreciated.
Inauthentic or Inconsistent Values: A gap is described between stated values and daily experience in some teams, with belonging, trust and recognition not felt consistently. Feedback suggests the culture on paper is not always reflected uniformly in practice.
Poor Communication: Communication from senior leadership is portrayed as uneven, and trust between colleagues is cited as an area for improvement. Feedback suggests this variability can affect psychological safety and clarity across teams.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.