wegman's work culture

CONTENTS

• INTRODUCTION• HISTORY OF WEGMANS• VALUES AND WORKCULTURE• BENEFITS GIVEN TO EMPLOYEES• FUTURE OF WEGMANS

INTRODUCTION

• MAJOR GROCERY RETAIL STORE IN U.S• RANKED 3rd BY FORTUNE• LOW ATTRITION RATES• GOOD CUSTOMER SERVICE• HIGH PAY AND BENEFITS TO EMPLOYEES

1916

•Founded by Wegman Bros

•Fruit & Vegetable Company

1920’s

•Purchased the Seel Grocery Co

•Expanded their operations

1930’s

•Store were incorporated as Wegman’s Food Market

•Introduced refrigerated display windows and vaporized water sprays to keep produce fresh

1940’s

•Frozen foods were introduced

•Robert Wegman converted stores to self-service format.

1950’s

•Employee benefits program - more than 350 full-time employees

•Diversified into related businesses

1970’s

•Started setting up new stores at 40,000 Sq Ft.

•3rd retail chain to use Electronic cash register

History

1970’s

Opened Home improvement centerPurchased Bilt-Rit Chase-Pitkin IncExpanded Bilt-Rit chainDaniel became the president in 1976Developed private label buying and its brand item chain wide

1980’s

1990’s

1st Pvt. Company offered child care serviceBecame a most popular supermarket chain inNYPositioned it as an advocate of better health and nutritionLaunched ‘Strive for Five’Opened stores outside NY state

Installed ATM’s & provided service Federal credit union for employees were createdFortune Rated best supermarket in US for customer servicesLaunched Work Scholarship Connection

WEGMANS WAY

POPULAR WITH COUSTEMER INSTORE EXPERIENCE

LARGER THAN ANY OTHER SUPER MARKET IN US

ATTRACTIVE DISPLAYS & VARIETY IN PRODUCTS:

FRESH PRODUCTS,SEA FOOD,MEAT PRODUCT,CHEESE & WINE SHOP

CONT…

INNOVATIVE IDEAS – CONDUCTING COOKING CLASSES

GOING OPPOSITE WITH THEIR COMPETETOR SUCH AS WALMART SCM

INCREASE IN SALES UPTO US $ 950000 PER WEEK WHILE OTHERS US $ 360000

WORKING AT WEGMANS

• BEST RETENTION RATES

• SKILLSET OF EMPLOYEES

• QUOTES FROM NEHRA(northeast human resource association)

• WEGMANS VALUES SYSTEM

FIVE VALUES :

• 1.We care about people• 2.High standards are a way of life. We pursue

excellence in everything we do• 3.We make difference in every community we

serve.• 4.We respect our people• 5.We empower our people to make decisions

that improve their work and benefit our customers and our company.

• WEGMANS MOTTO –”Everyday you get your best”

• KNOWLEDGEABLE EMPLOYEES —CORE COMPETANCE

• TRAINING TO EMPLOYEES• REQUEST FROM

CUSTOMERS

Employee Empowerment

Collaboration & ExperimentationNon- Hierarchical set-upGo out PermissionImpact on SalesReduced spoilageCredit

Health taken care Switch to generic drug

Saved US $ 2 millionTrust Innovation welcomedProduct list presented includedInventory control

Generous Employee Benefits @

Health and Life Insurance

Profit Sharing

Educational Initiatives

Scholarships• Foundation for the future• To improve qualification• College tuition reimbursement• For both full and part time employees.

Types of scholarships

• Wegmans employee scholarship program (US$ 59 million spent on 19,000 employees)

• Wegmans youth program (US$54 million spent on 17,500 employees)

Now, lets hear to Kevin (Distribution In-Charge) at Wegmans

School dropout.Has a family to take care.Can he work and also finish his education?

“ I don’t think there are very many companies out there, hand them

your school schedule and them

work around your school schedule"

Kevin

Recognitions• Awarded The American Business Press Points of Light Award.• New York used the program as a model.

More Benefits!!!

• Top salaries• Satisfying work experience• Blue Cross/Blue Shield medical insurance• Vacation pay• 401 (k) Retirement Plan• Adoption assistance

(Source: wegmans.com) Happy Employees

The human touch story

Culture nurturing….through

Informal story telling

mechanism

Formal story telling mechanism

Participation….

Top management

Employees at each level

Formal storytelling mechanism

Meeting in a box

program

“Who we are”

Contents…

Experiences of top managerial

Experiences of middle level

employees

Experiences of lower level employees

Stories about the success

Stories about the failures

Benefits…..

Employee articulates the organization’s vision

Living organization's value

Helps in solving problems of each other

Taking corrective measures

Motivates employees

Helpful for new employees

Key factors of success..

Core competency of excellent human

resource

Slow pace of expansion

Adequate employee trainings

Expansion after full preparation

ABHISHEK KUMAR BRAHMA AMARJEET KUMAR DEEPESH KUMAR NILANKAN DEY NEERAJ KUMAR SINGH TARUN SARAF