The BoF – The Business of Fashion portal has just published a new edition of the survey that reveals the best companies in the fashion industry to work with.
The survey took into account 29 criteria and qualitative feedbacks, which were applied to more than 2,600 employees of 190 companies. Participants’ responses were classified into three categories, with equal weights: rewards and benefits, leadership and development opportunities, and culture and work environment.
From the research, it was found that currently, employees expect much more than salary and health plan – benefits, such as product discounts, were pointed out. That does not mean that salary does not matter: 58% of people have been satisfied with pay.
The leadership and the possibility of development were indicated by 30% of the participants as very important factors to follow a career in the company. The culture of a company also weighs heavily on the employee’s performance and permanence, which increasingly seeks identification with the brand for which it works and its history.
Check out the 16 companies included in BoF’s list in 2017 in alphabetical order:
The German company values the development of the skills of its employees highly. Today there are more than 60,000 of them, who undergo intense training and are constantly encouraged by their bosses, in order to evolve and join the company.
The 130-year-old French brand has always had creativity as one of its main characteristics. The office currently supports employee welfare through yoga classes, gymnastics, and natural juices. In total, the company has 148 employees at its base, located in Paris.
The brand, from New York, offers financial and planning support to employees, thinking about future aspects of their lives such as retirement and financial stability.
Cotton On Group
The group – which employs more than 22,000 people around the world – also believes strongly in initiatives for the well-being of its employees. Flexible working hours, gymnastics and health care are just a few.
For the e-commerce portal, the frequent feedback of its employees establishes the measures that will be adopted. The culture of the company goes through intense marketing campaigns, a fact that encourages employees to be innovative and revolutionary.
The group sold only $ 2.1 billion last year in the Paris flagship. Besides this unit, there are 50 stores spread throughout France, as well as points in Berlin, Beijing, Jakarta, Dubai and Casablanca and, in the future, Doha, Milan, and Istanbul.
To motivate its employees, the company seeks to harness each individual’s efforts in business growth through challenges and potential development. The payment system is also differentiated: it is based on the performance of each, individually, and in the collective, with high bonuses.
The company established in 1969 has a differentiated human resources department, which seeks to convey the message that employees are primarily responsible for the good position of the brand in the market.
In 2014, the company launched a salary program based on performance evidence. Since then, the rewards are decided by metrics. There are also monthly meetings between employees and bosses to discuss success and failure. Salaries are high, but work is hard.
The new CEO of the brand, Marco Bizzarri, brought many changes in the culture and leadership form of the company, which directly reflected growth: 21% more revenue in 2016.
Its main principle is: “No is not one option.” Usually, the human reaction to something new is that it is not possible. To break the barriers of a big brand like Gucci, it is necessary to be open to all proposals at all stages of creation.
There are more than 4,600 department stores around the world employing a total of about 160,000 employees. The structure of the work is classified as democratic, assuming that all are equal and work towards the same goal – a real team. Another factor is the strong presence of incentives for professional growth.
Levi Strauss & Co.
Wages are the focus of the company, founded in 1853 in San Francisco. The compensation package is designed to boost productivity and is compatible with the city where employees live so that they can focus on work and not waste time managing problems in their bank accounts.
The Spanish leather goods brand, owned by the LVMH group, was rated for its great working environment. In addition to professional development, employees are also encouraged through cultural initiatives.
Teams undergo differentiated pieces of training that include historical studies and visits to museums and factories – all to increase brand awareness.
The North American department store is committed to promoting diversity and inclusion as it believes in it to increase wealth and communication with the different communities it deals with. The internship programs – which are very thorough and diverse – were also praised in the evaluation.
The company has a team of 17.00 employees who are often engaged with the brand through training, parties, and events. They also understood that a pleasant professional environment is capable of increasing productivity.
The brand focused on sunglasses created in 2010 – and now competing with Luxottica and Safilo – offers design products at more affordable prices. The autonomy of each employee was pointed out as one of the positive points of the company, as well as the freedom to create and the attention of the bosses, who offer constant feedbacks.
To hire its employees, the German Zalando focuses on the potentials they demonstrate and not on their experience. The company has been singled out as a strong career developer with a flexible profile and rapid change of duties, which forces employees to adapt to new challenges and learn.
The Spanish giant has a fast pace of work – the stores receive launches twice a week. Therefore, the company understands that its employees need to simplify their personal lives, which is done through good salaries and benefits.