Recruitment policy and working conditions at Promesse de Fleurs.

• Due to the seasonal nature of our business, working hours are based on an annual schedule.

 

• Schedules are drawn up a year in advance and take into account everyone's constraints and wishes as far as possible. At the height of the season, we work long hours - 44 hours a week. In the low season, those who wish to do so take very prolonged leave, while others prefer to work fewer hours such as 20 hours a week.

 

• After an initial period during which we support new employees to train them in their roles, we ask everyone to have a high level of autonomy and to develop their professional versatility as much as possible. Promesse de Fleurs has no productivity indicator or work rate bonus policies. The company has virtually no hierarchical levels: we have a chief executive, specialists in their field of expertise, and experienced operations managers, whose role is far more to train and coordinate than to control.

 

• We have two coffee breaks a day and everyone is free to check their phones during working hours. Nevertheless, we work hard, with high quality standards for each person's input despite the fairly difficult conditions due to the nature of the business and the bad weather, and under considerable pressure to satisfy an enlightened and naturally demanding clientele.

 

• We favour team stability, and very few people have left the company in recent years.

 

 

• Promesse de Fleurs is an expanding and  profitable enterprise. It has never paid dividends: all profits are reinvested into the company to consolidate the nursery and prepare for the future.

 

• Our salaries are in line with the market. They are supplemented by variable end of season bonuses depending on the company's results and the level of customer satisfaction measured according to an objective criterion. This variable, collective remuneration is proportionate to the salary of each employee.

 

• Each year, the company distributes a fraction of its profits its employees in the form of profit-sharing.

 

• In 2022, we introduced an employee share ownership scheme, enabling any employee who wish to do so, to buy shares in the company. The majority of employees have thus become shareholders in Promesse de Fleurs.