FedEx Among 'Best Companies to Work for,' Says FORTUNE Magazine
22 January 2008
FORTUNE magazine and the Great Places to Work Institute today pronounced FedEx as among the 100 Best Companies to Work For in the United States.
Frederick W Smith, chairman, president and chief executive officer of FedEx Corp., stressed the important role of the workplace in providing outstanding service to FedEx customers. The FedEx culture, centered on our people-first philosophy, has always been a major competitive advantage, he said in a special broadcast to its work force.
Motivated, committed team members providing the highest possible service levels is what separates us from the competition, Smith said. Putting people first makes very good business sense and is the right thing to do.
FedEx has been honored as one of the Best Companies to Work For in 10 of the past 11 years and was named to the Best Companies to Work For Hall of Fame in 2005. FedEx also has been consistently ranked in FORTUNEs Global Most Admired Companies and Americas Most Admired Companies lists since 2002 and 2001, respectively.
Of the companies honored this year, FedEx was:
- The largest employer on the 2008 Best Companies to Work For list
- The only shipping company included
- Recognized for its no-layoff philosophy and promoting from within
- Noted for its diverse workforce
- Ranked as 97th overall
To pick the 100 Best Companies to Work for, FORTUNE works with Robert Levering and Milton Moskowitz of the Great Place to Work Institute to conduct the most extensive employee survey in corporate America.
Of some 1,500 firms that were contacted, 406 companies participated in this year’s survey. Nearly 100,000 employees at those companies responded to a 57-question survey created by the Great Place to Work Institute, a global research and consulting firm with offices in 30 countries.
Most of the company’s score (two-thirds) is based on the results of the survey, which is sent to a minimum of 400 randomly selected team members from each company. The survey asks questions related to their attitudes about the managements credibility, job satisfaction and camaraderie.
The other third of the scoring is based on the company’s responses to the Institutes Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communications, 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, that company may be excluded from the list.
