Munchkin, Inc. Company Culture & Values

What are some of the growth opportunities available to you and your colleagues? 

Growth at WHY Brands, Munchkin’s parent company, begins on day one with a comprehensive 90-day orientation program. Managers guide new hires on company values, make introductions and set initial goals. Employees are provided with resources like LinkedIn Learning and encouraged to develop skills like public speaking — which prepared me to present comfortably in front of large teams and executives. 

This program demonstrates the company’s commitment to developing people and set the stage for goal-oriented career growth. 

The company also holds an annual awards ceremony honoring outstanding employees at all levels, from leadership to warehouse workers. I’ve been honored to receive awards that motivate me to further invest in the company. 

At annual reviews, goal setting and performance assessment are based on company values like innovation. Employees’ self assessments are reviewed by multiple managers, ensuring recognition for hard work. 

Additionally, I’ve represented the company at college programs, professional symposiums and volunteer work. I appreciate the company’s support, allowing me time away from work to attend and speak at these events.

How does a focus on growth boost morale? 

When companies invest in their employees, employees invest back into the company. Growth opportunities incentivize those who apply themselves and drive improvements. 

Starting at Munchkin as a recent graduate, I found myself in charge of the packaging department, overwhelmed but relying on intuition and seeking help when needed. This experience accelerated my growth, proving I could handle more responsibility than I realized. 

Recognizing my efforts, the company gave me an out-of-schedule promotion and, at my first annual review, a formal promotion. My second year continued positively, although I didn't expect another promotion. However, I learned at my review that WHY Brands recognized my long-term potential and promoted me again to senior packaging engineer. 

The company anticipated my growth, nurturing my potential early on, which gave me confidence in my career here, unlike the job-hopping tendencies among young professionals. Investing in employees’ success fosters loyalty and mutual growth.

From an employee perspective, what advice would you give to employers interested in bolstering their growth opportunities? What are some initiatives that either work well or fall flat?

I’ve felt most empowered when someone in a high leadership position directly expressed belief in me. I was once told from a leader several levels above me, “If I were in your position, I’d be unstoppable.” Those words made me feel in control of my future and confident that I could achieve more than I ever expected. 

Exceptional work should speak for itself, but if a company does not recognize and reward it, an employee may not see the value in putting in the effort. 

Additionally, I've been encouraged to be autonomous and self dependent. Positive feedback has been particularly empowering. Autonomy boosts an employee's confidence in their capabilities and provides a greater sense of purpose and responsibility. Special requests from managers who trust me to take on projects beyond my regular duties further motivate me to prove my dependability and help the company. 

Lastly, employees should be encouraged to take initiative. When someone is truly invested in their job, they will see opportunities to expand and improve upon their work. I’ve provided valuable work to my company through projects I initiated.