KinderCare is a childcare provider with enhanced safety protocols that take children as seriously as their own. The center’s staff treats every child like a member of the family. The center also offers many benefits to parents and children, such as a secure learning environment, a fun and loving atmosphere, and more.
KinderCare at Work on-site corporate centers
KinderCare is headquartered in Portland, Oregon, and operates over 1,500 early learning centers and 600 Champions sites. This year, one of 39 companies in the world earned the Gallup Great Workplace Award. As a company, you can feel good about working for KinderCare – its employees are delighted with the company.
KinderCare has a long history with corporations and has partnered with many companies to bring child care to their workplaces. Whirlpool, for example, offers a customized childcare program called KinderCare Custom for employees. A small whirlpool inspired the name. It also features an educational philosophy based on Whirlpool values.
On-site childcare is a great way to improve employee morale, which in turn, helps a company’s growth and profitability. On-site childcare centers can also provide employees with emotional security, as employees close to their children report less anxiety. The added benefit is that employees can check on their kids throughout the day, which helps prevent separation anxiety.
Providing childcare to employees is a crucial way to retain and attract talent. Not only does it help your company retain top talent, but it also helps to build a great company culture. As a result, more employees are likely to stay at your company. Moreover, on-site child care helps you increase your productivity.
On-site childcare programs help working parents stay focused and engaged in the workplace. Many parents who become parents find it difficult to continue their careers if they cannot care for their children. Corporate childcare programs also allow working parents to balance family and professional responsibilities. As a result, your employees are more likely to be focused and invested in your company’s future.
Mendel’s plan for KinderCare
After a disastrous stock market crash in 1987, Richard Grassgreen’s Kinder-Care learning center became insolvent. As a result, it was purchased by Sylvan Learning Centers, a franchiser that offered supplemental instruction to adults and children. Kinder-Care continued to operate, but by 1989 had only half the number of centers and was expected to lose money. To survive the financial crisis, the company accepted an offer from the Lodestar Group, a New York investment banking firm, to buy its shares for a discounted price.
As Mendel began to research the business, she learned that working parents were looking for something more than a babysitter. They wanted a learning center where children could have individualized attention and eat nutritious meals. They also wanted an environment where they could exercise and learn. So she devised a plan to create such an environment. She sought the advice of nutritionists to develop healthy menus and educational specialists to develop learning programs.
In addition to Mendel’s plan for a Kinder-Care learning center, Grass-green also invested in corporate buyouts. In 1985, Kinder-Care contributed $5 million to the leveraged buyout of cable television company Storer Communications Inc., where Mendel and Grass-green were executives. But they should have paid the company’s taxes on that money.
While Kinder-Care learning centers were once one of the nation’s best-known day-care operations, their recent failure has created one of the most confusing stock investments of the decade. The company’s decision to diversify into other sectors, such as retail, was criticized by bankers and shareholders. Despite being a massive success in the daycare industry, Kinder-Care had less than half its sales and profits from 1988.
Today, the company operates learning centers across the country. It also has subsidiaries. These subsidiaries are responsible for educating children at their KinderCare centers. The company has nearly a thousand centers in 40 countries and more than 500 employees. The KinderCare brand has a reputation for excellence in education, which means it is the best-known name in the industry.
In 1979, W. Berry Fowler opened the first Sylvan Learning Center in Portland, Oregon, providing tutoring services to children. Soon, his company was franchising nationwide, with one-hour classes taught twice a week. The business eventually expanded to include testing and computerized programs. In 1985, the company was acquired by KinderCare Learning Centers, which expanded the business into a host of new areas. The Sylvan brand grew to include more than 750 centers worldwide.
After the acquisition, KinderCare sought to diversify its portfolio. In the 1980s, the company acquired several companies, including Mini-Skools, Living and Learning Centers, and American Pre-Schools. The company grew at a rate of one center every three days. In 1987, it acquired Sylvan Learning Centers.
The company has also entered the Chinese market. As part of its international expansion plans, Sylvan has begun offering classes in native languages, such as Mandarin and Cantonese. The company says international businesspeople have shown great interest in the concept. Last year, Sylvan reported sales of $19 million, though it did not report profits due to restructuring charges and stock options issuances. For the current fiscal year, the company expects to report revenues of $35 million. Its franchisees expect to make an additional $120 million.
The Sylvan learning center network boasts nearly 700 locations across the U.S. It also provides computer-based testing through a network of 200 Sylvan Technology Centers. In addition, the company has placed learning centers on corporate campuses, public schools, and private organizations. The Washington-Baltimore metro area has about 30 Sylvan learning centers, serving approximately 5,000 children.
The company is a significant player in the education market. The Sylvan Learning System was acquired by Douglas Becker and is now known as Laureate Education, Inc. The company’s mission is to educate children and promote work-life balance. Laureate also focuses on doctoral and master’s programs.
Diversification of KinderCare
The KinderCare learning center chain is one of the largest chains of childcare centers in the United States. The company began in the 1970s with a focus on infant care. However, after it went through bankruptcy in 1992, it decided to diversify into other businesses, including adult day care and related services. This expansion helped the company reach over 1,000 centers in forty cities across the United States.
After several years of losing money, Kinder-Care learned the value of diversification and sought to grow its company into a conglomerate. Investors, led by Michael Milken, urged Kinder-Care to expand by buying companies in other industries. The company eventually acquired two savings and loan associations and Sylvan Learning Centers, a provider of supplemental education.
The expansion was not without its challenges. As the nation’s population grew, the demand for childcare services soared. In 1971, Kinder-Care offered infant care and transportation services. In the 1970s, the company went public and established a new corporate headquarters in Montgomery, Alabama. This new location allowed it to invest heavily in television advertising. In 1974, the company opened 60 centers in 17 states and employed more than 500 people nationwide. In 1975, the company began dividing its operations into six geographic regions.
KinderCare’s management structure is structured around the Board of Directors. The Board helps bring the organization’s vision to fruition through strategic decisions, policies, and initiatives. Its Board of Directors comprises people with extensive experience in consumer retail. For example, Wyatt served as the President of Gap Inc’s Old Navy division from 2008 to 2012. In addition, he served as the chairman of the Board of Directors for Cutter & Buck and Vanity Fair Corporation.
The management team also aims to create a friendly work environment where all employees can collaborate freely to achieve common goals. The workplace has been compared to a large classroom. Some staff members enjoy outdoor activities such as bocce ball. In addition, the management team maintains a flexible scheduling policy.