Employees name company an Employer of Choice for 16th consecutive year.
2013-01-16 — /travelprnews.com/ — For 16 years in a row,Four Seasons has been named by its employees to FORTUNE magazine’s list of the “100 Best Companies to Work For.” It is one of only a handful of organizations to have the distinction of being recognized every year since the list’s inception in 1998.
“This honour is tremendously meaningful for me because it speaks to the loyalty of our truly inspired employees and their endorsement of our efforts to create a positive and innovative work environment,” says Kathleen Taylor, president and chief executive officer,Four Seasons Hotels and Resorts. “Our people are the driving force of our business, and I’d like to thank each of them not only for recognizing us once again, but for the passion and imagination they bring to their jobs each day to ensure that every guest leaves feeling wowed.”
Four Seasons prides itself on creating a trusting environment for employees to meet the needs of its guests. Every employee across the organization is empowered to think creatively and to take risks in the pursuit of elevating the experience for each and every guest. They are encouraged to push past the fear of failure to develop a new service, a more efficient system or an original amenity tailored for a guest’s unique interests.
“By creating a work environment that is founded on innovation, employees have the freedom to try new things and contribute to our overall objective of being the best luxury hotel company in the world,” says Christopher Hunsberger, executive vice president, product and innovation. “It’s exciting to come to work each day, knowing that you personally can make a difference for our guests and ultimately for the company.”
Showcasing the expertise of employees is one way that Four Seasons empowers its greatest asset. For example, “Local Experts” blogs and a “Best of City” Twitter chat series were created to highlight the talents of Four Seasons concierges around the world.
By combining their insider knowledge and enthusiasm for a destination with a deep understanding of Four Seasons guests, these imaginative men and women consistently elevate the guest experience, knowing that in many cases their recommendations will determine a traveller’s itinerary.
“When we hire new employees, we look for people who share a passion for excellence and who infuse that enthusiasm into everything they do,” says Nick Mutton, executive vice president, human resources. “When everyone comes to the table with a common outlook, the environment is ripe for the incredible innovations that our people bring forward every day.”
The FORTUNE “100 Best Companies to Work For” list is the latest honour for Four Seasons Hotels and Resorts in a year marked with awards and recognition. In 2012, Four Seasons properties continued to dominate Travel + Leisure’s T+L 500 – The World’s Best Hotels andCondé Nast Traveler’s Gold List – The World’s Best Places to Stay, and the company was awarded Best Business Hotel Chain Worldwide byBusiness Traveller. Four Seasons was also recognized for its Spas, named “Best Brand” by the 2012 SpaFinder Readers’ Choice Awardsand “Most Popular Resort, Hotel and Spa Group” by the SPA Traveller Awards 2012. In the digital space, Four Seasons earned the #1 spot and “Genius” ranking on L2’s 2012 Digital IQ Index: Hotels Report.
Methodology:
To pick the 100 Best Companies to Work For, FORTUNE partners with the Great Place to Work Institute to conduct the most extensive employee survey in corporate America: 259 firms participated in this year’s survey. More than 277,000 employees at those companies responded to a survey created by the Institute, a global research and consulting firm operating in 45 countries around the world. Two-thirds of a company’s score is based on the results of the Institute’s Trust Index survey, which is sent to a random sample of employees from each company. The survey asks questions related to their attitudes about management’s credibility, job satisfaction, and camaraderie. The other third is based on responses to the Institute’s Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs, and diversity efforts. After evaluations are completed, if news about a company comes to light that may significantly damage employees’ faith in management, it may be excluded from the list. Any company that is at least five years old and has more than 1,000 US employees is eligible.
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