Marilyn Crone got a taste of how far Bright Horizons was willing to go to keep an employee happy a few years ago, when she mentioned to her supervisor that she was feeling restless. Crone, who oversaw eight Boston area child care centers for Bright Horizons, liked her job but was ready for a change. The next week, Crone’s supervisor told there was a similar position - regional manager - open in London.
Crone, who is in her early 60s and has worked for the company for 12 years, was elated: “I said ‘Holy cow, yes.’ ’’
When Crone’s first grandchildren were born two years later, Bright Horizons found a position that allowed her to return to her home office in Newton Highlands.
“I literally get teary because of the extraordinary experience that I have been able to have,’’ she said.
Treating people well has paid off in loyalty for Bright Horizons. Nationally, the annual turnover rate in child care facilities is more than 50 percent, Lissy said. At Bright Horizons, it’s less than 20 percent.
Lissy said he can get more out of people when they feel inspired and engaged. “It allows people, when they pull into the parking lot, to not leave behind half of who they are,’’ he said, adding that if employees don’t feel they can be themselves at work, “you as an employer aren’t getting the full contribution of that person.’’
Lissy and chief operating officer, Mary Ann Tocio, visit more than 100 centers each year to meet with employees and address their concerns. Lissy invites all the new center directors to his home four times a year, where he grills swordfish for them, and then hosts a bus tour of facilities in the area. The company offers online classes to help staff members advance, and calls its teachers faculty members.
