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
History
 Opened Home improvement center
Purchased Bilt-Rit Chase-Pitkin Inc
Expanded Bilt-Rit chain
1970’s Daniel became the president in 1976
Developed private label buying and its brand
item chain wide

Installed ATM’s & provided service

 Federal credit union for employees were
created
1980’s Fortune Rated best supermarket in US for
customer services
Launched Work Scholarship Connection

1st Pvt. Company offered child care service

Became a most popular supermarket chain in
NY
1990’s Positioned it as an advocate of better health and
nutrition
Launched ‘Strive for Five’
Opened stores outside NY state
 Ranked #3 on the Fortune
2008 Celebrated consecutive 11 years of being on Fortune
magazine’s “100 Best Companies to Work For.
 WEGMANS WAY

INSTORE EXPERIENCE

ATTRACTIVE DISPLAYS,FRESH
PRODUCTS

INNOVATIVE IDEAS – COOKING

CLASSES

VARIETY IN PRODUCTS

INCREASE IN SALES
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 & Experimentation
 Non- Hierarchical set-up
 Go out Permission
 Impact on Sales
 Reduced spoilage
 Credit
 Health taken care
 Switch to generic drug

 Saved US $ 2 million
 Trust
 Innovation welcomed
 Product list presented included
 Inventory 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

e es
(Source: wegmans.com) l oy
p
y Em
a pp
H
The human touch story
Culture nurturing…..through
 Storytelling…

l ing
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 In is
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m ec g
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 F anism
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Participation….

Top management

Employees at each
level
Formal storytelling
mechanism

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 M gram
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 nt s
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Co ag er ial
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E of m
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r ie n
x pe e s e l
 E o y e le v
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emp o f l o w e
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xp e e s s
 E y e e s
p lo s u cc
em t he
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s a b r e s
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 ….
ef its zat i on’s

Be n th e org an i
t es
la
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ue
 Emion n 's v al
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vis i za ti o
each o
r g a n s o f
i n g o
o b lem
 Liv n g p r
s o lvi u r es
p s i n e a s
 He l m
e ct ive
co rr
k in g es
 Ta o y e
e m pl
a te s y e es
o tiv m p lo
M e we
fo r n
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H e l
 n t
re fro
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At
Key factors of
success.. an
t h u m
e xc ellen
cy o f
e t e n
o m p
or e c
C r c e
u
reso n si on
e x p a
c e o f s
p a in in g
 S l o w t ra
o y e e
e m pl o n
u a te ra ti
e q ep a
 Ad f u l l p r
a ft er
s i o n
x p a n
 E
 nt …
C o
Allotment of existing
employees in the new
expansion

Family owned company

Regular interactions with

employees

Not answerable to outsiders

Low attrition rate