Questions and Answers about Regus

Here's what people have asked and answered about working for and interviewing at Regus.

View all 31 questions about Regus

If you were in charge, what would you do to make Regus a better place to work?

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Whatever it takes!

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Provide security either security call buttons at the front reception desk, video cameras that actually record activity in the front welcoming area. Necessary in today's world of anti-establishment, anti-multitude of things the company needs to show they have a regard for the employee's safety.

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Don’t let your team feel like it is such a hardship on the business to approve their PTO requests. At recruitment you sell work/life balance but when it is needed and requested the practice is NOT as preached!

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1
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More advancement positions.

Answered - Customer Service Representative (Former Employee) - Charlotte, NC

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Listen to the employees and client's concerns and actually do something about it. Offer more realistic pricing and offer fair pricing options.

Answered - Area Manager (Current Employee) - Jacksonville, FL

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Related questions (more answers below):

Regus was fine as a work place

Answered - Lease Accountant (Senior Accountant) (Former Employee) - Addison, TX

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Hire more staff per center and make salary competive most especially the centers in the San Jose silicon valley area.

Answered - Community Manager (Current Employee) - San Jose

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Reward loyalty and hard word of employees. Trust in in people to do the job they were trained to do.

Answered - Senior Customer Service Agent (Current Employee) - Addison, TX

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Increase staffing level at each location to provide improved customer service.

Answered - Area Manager and Key Accounts Director (Former Employee) - Washington, DC

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Set precise goals based on geographical data, build a business plan that supports the data and change the company from a top down management style to incorporate both top down and bottom up resources. I would have focus groups, round-table marketing meetings (via conference call and at a center level) and open communication up between employees and management. Create jobs for mentoring. Reward employees with a reward driven performance structure. Implement training and mentoring program to boost moral and create tomorrow'sleaders rather than having the "I don't have time" or "that's not my job" mentality. I would also implement monthly events for customers that included appreciation awards.

Answered - Community Manager (Current Employee) - Knoxville, TN

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