The company needs to have realistic goals. Burger King Corp is constantly adding new products with longer cook times yet they expect you to make speed service and deliver exceptional service to each guest. The stress level is constant and you work more than your scheduled 10 hour day in excess of 60 hours in a five day work week with no compensation. Your expected to make 2:30 speed of service, you have guest trac, market force as well as REV’s. The store staffing is next to impossible even with minimum wage going up each year. The quality of perspective candidates is poor at best and they have little or no work ethic. They constantly call off, are late or do t show up at all. The district supervisors are constantly on you about all these things but are barely ever in the store. Most of them have forgotten what’s it’s like to run a store and believe me its gotten harder I the last 10 years. It’s easy to sit there and command results but they themselves probably wouldn’t be able to handle to run the stores with what we have to deal with daily. Burger King Corp time to get back to basics!!!!
Anything over 50 hours would be paid. Managers get 30 min breaks and have time to go to the bathroom instead of having to wait 12 hours to go.
Training systems, district supervisor manadatory to be in each store at least one a week and more than an hour or less so they know what is going on since they assume a lot and not follow threw like they say. Higer ups to follow up with their didstric supervisors. Those who work over 50 should be paid. I worked there for years and not recognized and some were 60 hours plus all those years add upp and not paid for the time wasted and spent there and not with my family.
Answered - manager (Former Employee) - ohio
Build a recognition culture. Restaurant cultures vastly different in nearby restaurants; which means, DMs are not involved.
If i was in charge i might understand a little more why things are the way they are and i would try to make that more transparent.
If i would change anything though it would probably be the discount, for regular team members i would make it a 10 flat discount every day, still only once per day but anything you didnt use would either be given back to you in your next paycheck or put into some form of savings account perhaps matched by the employer and invested with 10% or so kept liquid for employees to pull out for unexpected expenses and for team leaders i would give them the same deal but with $12 instead and then managers should get actual bennefits like dental and watever and if they arent already id make them salaried.
And just as an afterthought the company could probably keep most of the profits of that investment fund and give the employees a low fixed rate of interest to keep them interested.
Answered - Team Member/Cashier (Current Employee) - Syracuse, NY