Domino’s Tries to Get Its Strategic Recipe Right
Strategic Differences
Over the past years, Domino’s has reformulated their strategy to continue to be one of the leaders in the pizza delivery industry. From the start, Domino’s differentiated themselves from the competition by listening to the complaints of those buying their pizza and responded to those complaints by delivering pizza in less than thirty minutes. They could achieve this rapid delivery of pizza by utilizing technology and not focusing on customized orders. Although the advanced technology and limited customization allowed them to attain a faster delivery time the quality of their pizza declined. Another important strategy that allowed Domino’s to grow rapidly was the utilization …show more content…
Although this was just one part of the strategic repositioning, perhaps the greatest movement was by changing their focus on how they dealt with their people. Domino’s realized that people, more than pizza, were their greatest asset. Since Domino’s suffered from rampant employee turnover, they looked at this and came up with several different solutions to help combat this problem. The CEO of Domino’s thought that increased pay for employees would assist in resolving this issue, but after further consideration, he realized that it might be more beneficial to focus on manager training and creating a fun work environment. Management training encouraged managers to account for their individual store teams. By allowing their store managers to take ownership of their employee problems, they were essentially asking them to create a team that would help them succeed as a business owner, which in turn would help the success of …show more content…
The recent negative publicity that Domino’s has endured over the past few years is case in point. Whether these issues were just from disgruntled employees or from real valid concerns, Domino’s needs to take a deep look into how they can avoid this publicity, as negative publicity can have a detrimental effect on business. If Domino’s were to place importance on their human resources as they did their technology, maybe things would be different. Since many of the Domino’s stores are franchised owned, I believe that more training and resources should be given to each store owner that stresses the importance of not only hiring, training, and retaining good employees, but also the need to develop a culture within their individual stores that promote teamwork and diversity. Additionally, they might want to look at revisiting their initial thoughts of offering hiring wages to their employees, as this might help to attract better people. After all, as the book says “pizza doesn't cook and deliver them. People Do” (Snell, Morris, & Bohlander, 2016,
Strategic Differences
Over the past years, Domino’s has reformulated their strategy to continue to be one of the leaders in the pizza delivery industry. From the start, Domino’s differentiated themselves from the competition by listening to the complaints of those buying their pizza and responded to those complaints by delivering pizza in less than thirty minutes. They could achieve this rapid delivery of pizza by utilizing technology and not focusing on customized orders. Although the advanced technology and limited customization allowed them to attain a faster delivery time the quality of their pizza declined. Another important strategy that allowed Domino’s to grow rapidly was the utilization …show more content…
Although this was just one part of the strategic repositioning, perhaps the greatest movement was by changing their focus on how they dealt with their people. Domino’s realized that people, more than pizza, were their greatest asset. Since Domino’s suffered from rampant employee turnover, they looked at this and came up with several different solutions to help combat this problem. The CEO of Domino’s thought that increased pay for employees would assist in resolving this issue, but after further consideration, he realized that it might be more beneficial to focus on manager training and creating a fun work environment. Management training encouraged managers to account for their individual store teams. By allowing their store managers to take ownership of their employee problems, they were essentially asking them to create a team that would help them succeed as a business owner, which in turn would help the success of …show more content…
The recent negative publicity that Domino’s has endured over the past few years is case in point. Whether these issues were just from disgruntled employees or from real valid concerns, Domino’s needs to take a deep look into how they can avoid this publicity, as negative publicity can have a detrimental effect on business. If Domino’s were to place importance on their human resources as they did their technology, maybe things would be different. Since many of the Domino’s stores are franchised owned, I believe that more training and resources should be given to each store owner that stresses the importance of not only hiring, training, and retaining good employees, but also the need to develop a culture within their individual stores that promote teamwork and diversity. Additionally, they might want to look at revisiting their initial thoughts of offering hiring wages to their employees, as this might help to attract better people. After all, as the book says “pizza doesn't cook and deliver them. People Do” (Snell, Morris, & Bohlander, 2016,