Wegmans Honored For 16th Time

ROCHESTER – For the 16th year in a row, Wegmans Food Markets Inc. is on Fortune magazine’s 100 Best Companies to Work For list, this year ranking No. 5.

The full list and related stories appear in the Feb. 4 issue of Fortune, available on newsstands Monday.

More information can be found online at management.fortune.cnn.com/2013/01/16/best-companies-to-work-for/.

Wegmans has appeared on the Fortune list every year since the list was first published in 1998, and has been ranked among the top 10 for 11 consecutive years. Wegmans is one of only 13 companies that have been on this list since it began in 1998.

”Our employees are the No. 1 reason our customers shop at Wegmans,” said Danny Wegman, Wegmans chief executive officer. ”I’m convinced there is only one path to great customer service, and that is through employees who feel they are cared about and empowered.”

In 2013, Wegmans will be hiring for new stores it will open in Germantown, Md., and Montgomeryville, Pa., and for a store to open in Newton, Mass., in early 2014. In combination, the three new stores will employ approximately 1,500 people. There are also positions available at Wegmans’ existing stores and in manufacturing, distribution and corporate. Interested candidates should visit wegmans.com and click on careers.

Customers and employees celebrated the honor on Saturday, when cake was served at every Wegmans store at a time selected by individual stores.

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 U.S. employees is eligible.