Past Employees Interviews:
What did you enjoy about working at Jimmy John’s? 66% of past employees agree that they environment was what they liked. The fast paced, fun, and family environment is one that Jimmy John’s prides itself on. Much expected this was the majority opinions. Past employees reported that they people are what they enjoyed the most.
What was not so good about your experience at Jimmy Johns? Over half of the past employees reported that they felt that if they were able to get more hours, they would have stayed. This problem is closely related to the Affordable Healthcare Act, because of the changes, companies have cut their employees back to part time in efforts to avoid paying health care costs. The next majority agreement …show more content…
One person stated “if a standard is created amongst all managers, especially the GM, on how to address situations with employees than employees won’t feel like they are being secluded for only their weakness vs. strengths.” Another employee stated that “the level of appreciation from upper management is lacking. Not enough notice of the hard work we put in. only notice is when we mess up.” This is a common theme between employees.
Personal Analysis: There were connections between management and current employees on specific questions on the surveys. The questions that have the biggest insights into why the employee turnover rate is so high are: “I feel valued”, “All decisions are reasonable”, “All decisions are made quickly”, and “I make enough $$$”. When comparing the manager with the inshop and drivers there is a majority feeling of being undervalued and underappreciated. When the inshops and drivers were surveyed, 20% disagreed that they were happy at work. 50% of the managers reported that they do not feel valued in the work that they do. When relating this to the write-in responses, it is clear to see that this could be fixed by appreciation from upper management. Employees value when they are recognized for doing things correctly not just when they have made a mistake. 10% of the employees would change the amount of appreciation shown by …show more content…
I did this because everyone has different personalities and if we are better able to understand the person, we can better understand how to work with that person. “Diagnosing an individual's behaviors, attitudes, and beliefs can eliminate some of the uncertainty when evaluating whether someone is a good fit” (Stettnor, July 2015). The amount of employers that are outsourcing personality assessments on their applications are increasing steadily. A company can hire a third party agency that administers the tests. This will save the company time and money in the long run. By selecting future employees based on how their personalities will mesh with the current employees, this can help reduce the employee
What did you enjoy about working at Jimmy John’s? 66% of past employees agree that they environment was what they liked. The fast paced, fun, and family environment is one that Jimmy John’s prides itself on. Much expected this was the majority opinions. Past employees reported that they people are what they enjoyed the most.
What was not so good about your experience at Jimmy Johns? Over half of the past employees reported that they felt that if they were able to get more hours, they would have stayed. This problem is closely related to the Affordable Healthcare Act, because of the changes, companies have cut their employees back to part time in efforts to avoid paying health care costs. The next majority agreement …show more content…
One person stated “if a standard is created amongst all managers, especially the GM, on how to address situations with employees than employees won’t feel like they are being secluded for only their weakness vs. strengths.” Another employee stated that “the level of appreciation from upper management is lacking. Not enough notice of the hard work we put in. only notice is when we mess up.” This is a common theme between employees.
Personal Analysis: There were connections between management and current employees on specific questions on the surveys. The questions that have the biggest insights into why the employee turnover rate is so high are: “I feel valued”, “All decisions are reasonable”, “All decisions are made quickly”, and “I make enough $$$”. When comparing the manager with the inshop and drivers there is a majority feeling of being undervalued and underappreciated. When the inshops and drivers were surveyed, 20% disagreed that they were happy at work. 50% of the managers reported that they do not feel valued in the work that they do. When relating this to the write-in responses, it is clear to see that this could be fixed by appreciation from upper management. Employees value when they are recognized for doing things correctly not just when they have made a mistake. 10% of the employees would change the amount of appreciation shown by …show more content…
I did this because everyone has different personalities and if we are better able to understand the person, we can better understand how to work with that person. “Diagnosing an individual's behaviors, attitudes, and beliefs can eliminate some of the uncertainty when evaluating whether someone is a good fit” (Stettnor, July 2015). The amount of employers that are outsourcing personality assessments on their applications are increasing steadily. A company can hire a third party agency that administers the tests. This will save the company time and money in the long run. By selecting future employees based on how their personalities will mesh with the current employees, this can help reduce the employee