As of December 31, 2014, Luxottica Group had 77,734 employees, with 61.2% dedicated to the retail business, 13.3% dedicated to the wholesale business and 24.9% dedicated to production and distribution activities.
Corporate central services based in Milan represent 0.6% of the total Group’s workforce.
In terms of geographic distribution, 55.3% of Luxottica’s employees work in North America, 15% in Europe, 22.7% in Asia-Pacific, 6.3% in Latin America and 0.7% in the Middle East and South Africa.
Continuous Feedback and Dialogue of Value
From the excellent results obtained by the organization in the second edition of the internal satisfaction survey in 2013 and leveraging the areas of opportunity emerging on that occasion, it was decided to work on the development and promotion of the Feedback culture with a view to continually strengthening and maturing the relationship between managers and their staff. Thanks to the commitment of the top management and effective synergy with the HR functions in each geography and business unit, the ability to establish a regular Dialogue of Value with their staff has become part of the performance objectives of our managers.
The tool that Luxottica has chosen to measure the dissemination of the feedback culture within the company is the Pulse Survey, an online questionnaire sent to all employees on a quarterly basis. Through this questionnaire, each respondent can express his/ her involvement or otherwise in a dialogue of value with his/her line manager in the previous 90 days. It should be noted that the use of this tool, both in terms of participation and number of positive responses, has recorded a steady percentage increase, starting from the time of its first launch in April 2014.
During the last Pulse Survey, which took place during the last quarter of the year, as many as 82% of respondents said they had had a dialogue of value with their managers in the three previous months.
The achievement of this result, fruit of an important change into the management process, was made possible by the numerous training activities implemented at all levels within the organization, in all geographies and in all business units, with the objective of involving each employee in the proactive construction of the fundamental skills in order to provide and receive feedback and strengthen the Dialogue of Value culture.
Among the different activities undertaken (ad hoc workshops, video tutorials, conversation cards to be used during manager-subordinate meetings, etc.), the Coaching Academy consists of an international training program addressed to senior managers, in order for them to continue to grow in their role, becoming ambassadors of the Dialogue of Value, focusing on their own leadership style and enriching it with advanced managerial skills.
In addition to numerous programs developed locally, in 2014 Luxottica launched a global innovative tool aimed at generating a common feedback language, the so-called Connect online platform. This platform, created in order to provide a quick and easy self-learning tool, has so far reached more than 2,700 people in the Group.
This marked attention to Feedback will be maintained in 2015, consolidating existing tools and introducing new ones, with the clear objective of learning to communicate in an open, honest and respectful manner, making Feedback and the Dialogue of Value part of Luxottica‘s DNA.
Planning and professional development
2014 was a year marked by further development and consolidation, as well as widespread dissemination, of the strategies and initiatives related to Professional Requirements Planning and Technical and Managerial Career Development, already successfully adopted by the Group in 2013 with the primary objective of meeting the growing leadership requirements.
In support of a now structured and shared process of Talent Management and Leadership Planning, allowing continuous identification and promotion of those who demonstrate the potential to take on increasing responsibilities within the organization, it was therefore decided to establish a Leadership Development Program dedicated to the most talented leaders in the organization in all group locations, called the Pipeline Program.
This program, with global reach and total duration of one year, involves participants in four different training events which, leveraging different learning methods, develop the issues of leadership, innovation and global branding, allowing participants from around the world to meet in different international locations, from London to Palo Alto, from Singapore to Milan.