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Four Seasons Hotels and Resorts named by Fortune List of the “100 Best Companies to Work For”

Four Seasons Hotels and Resorts happy doorman
Four Seasons Hotels and Resorts, the world’s leading luxury hospitality company celebrates its 19th consecutive year on FORTUNE Magazine’s list of the “100 Best Companies to Work For,” ranking 70th. Four Seasons is one of just 12 organisations to have the distinction of being named by its employees to the list every year since its inception.

“The people and culture at Four Seasons form the cornerstone of our brand,” says J. Allen Smith, President and CEO, Four Seasons Hotels and Resorts.  “Creating and sustaining a high performance workplace that fosters growth and opportunity for our employees is one of our proudest achievements and most important priorities as an organisation. Being recognised by our employees for these efforts is especially meaningful and I thank them for honouring Four Seasons once again.”  

For more than 50 years, Four Seasons has leveraged its singular focus on luxury hospitality to attract employees whose dedication to quality and excellence has helped create one of the world’s greatest service cultures. The company has a well-established reputation for hiring and developing top talent who deliver a level of personalised service that is synonymous with Four Seasons the world over.

“We are extremely proud of the passion and expertise that the people of Four Seasons bring to every guest interaction,” says Ed Evans, Executive Vice President and Chief Human Resources Officer, Four Seasons Hotels and Resorts. “Our people create the experiences that define our brand. It is their commitment to excellence and genuine caring for our guests that drives the success of Four Seasons and that is why we invest so heavily in recruiting, retaining and developing the very best.”

While the FORTUNE list is a US-based accolade, Four Seasons consistently earns recognition internationally as an employer of choice, hiring and developing local talent in every location where it operates. With a portfolio of 96 hotels, resorts and private residences in 41 countries, Four Seasons also encourages its 43,000 employees to take advantage of international opportunities within the company and actively supports movement across the organisation, with nearly half (49 percent) of all positions filled through internal promotion.

This year Four Seasons plans to open its fifth resort in Hawaii (O‘ahu at Ko Olina) and second hotels in Bogota,Dubai (at the DIFC) and New York (Downtown), as well as new hotels in Abu Dhabi and Kyoto, offering employees even more opportunities for growth and advancement within the company.

FORTUNE Magazine's “100 Best Companies to Work For” list is the latest honour for Four Seasons Hotels and Resorts, which is regularly recognised for its excellence in luxury hospitality and the dedication of its employees to providing the ultimate guest experience. In the past year, the company was named Most Hospitable Hotel Chain by Monocle Magazine as well as the Best Luxury Hotel Chain in both the Telegraph ULTRA Awards and the Business Traveller Awards; 44 Four Seasons properties were included on the Travel + Leisure 500: The World’s Best Hotels list; Condé Nast Traveler Readers’ Choice Awards recognised 62 hotels; Forbes Travel Guide awarded 26Four Seasons properties worldwide with their prestigious Forbes Five-Star designation - the largest number of Five-Star ratings awarded to a single hotel brand; among others.

To identify the 100 Best Companies to Work For, each year Fortune partners with Great Place to Work to conduct the most extensive employee survey in corporate America.  Two-thirds of a company’s survey score is based on the results of the Trust Index Employee Survey, which is sent to a random sample of employees from each company. This survey asks questions related to employees’ attitudes about management’s credibility, overall job satisfaction, and camaraderie. The other third is based on responses to the 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.

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