The policy managerial of the companies low-cost wants to be innovating and young person.
The structures are reduced and their flat flow chart. The leader of the company low-cost is thus to three or four levels only of his most modest employees. Indeed, where Taylorism reduced its workmen considerably, the low-cost prefer to reduce the number of the named executives, by one of its owners, "the unproductive ones". .
• A selective recruitment out of the common run .
"Impassioned", "contagious Enthusiasm", "the best Being", "To push back its limits" are the Masters words who define the perfect paid one. Indeed, In fact rather human qualities, the motivations and the character of the candidate will be judged by the leaders of the low-cost. However, the doors of these companies are taken by storm. They engage today with the dropper. .
• Participative methods of management .
The organization of work is thus founded on the versatility of the personnel. In perfect autonomy, each one has multiple tasks to realize and mountains of responsibility like a real head of undertaking. They must manage the costs, the men, but also to adapt and react quickly without ever losing the contact with the ground. These companies promise very fast evolutions of careers. .
• A policy of strong profit-sharing to the results of the company .
The system of remuneration comprises a significant variable share, indexed on the quality of the service (of the "inspectors mysteries" visit the establishment without preventing three times per annum) and the rough result of exploitation. .
• A powerful culture of company .
The companies" low-cost grant also much importance to the environment of work and with the culture of company, the "orange" culture at Easyjet, is very strong. Casual day, barbecue left every Friday evening and large fiestas twice a year. The relations between the teams are also very natural and simple.