They don’t pay - Recensione dipendente - Host/Hostess presso Gerber Group

2,0
14 set 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Fun, hip atmosphere, Management is very chill. Employee discount at multiple outlets. Scott was always around observing at times he would say hello to staff, always arrived in a casual fashion, he also had a food pantry for employees at the top of pandemic which was thoughtful. At times he was abrupt and a bit abrasive but seemed well meaning.

Svantaggi

At hire you will be promised many incentives that they will not fulfill during your employment. Managers are unprofessional and inexperienced. The company is focused on the aesthetics of the upper management and less on whether or not they are professional. Managers will drink excessively on the job, passive with underperforming staff members. The company staffing is poor you will be asked to do every role under the sun, with no additional pay. There is very little organization. You will always receive your schedule at the last minute. A lot of staff turnover. I was promised commissions for selling tables in the most popular NY venue. My commissions were never payed out, I emailed back and forth with management for months until a founding partner stepped in and paid me out only a quarter of my commissions. No ability to advance if you criticize poor business practices

Esplora altre recensioni su Gerber Group

5,0
30 dic 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great learning experience with tons of potential for growth within the company.

Svantaggi

Growth could take a while.

2,0
23 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

-Opportunities to wear many hats, gain experience across different areas of the business, and build skills for future career growth -Freedom to be creative, problem-solve, and bring new ideas to the table

Svantaggi

-A culture that rewards loyalty from employees without demonstrating the same loyalty in return. Managers are expected to continuously adapt, sacrifice, and absorb additional responsibilities, while the company fails to provide the same level of commitment back to the people who helped build its success. -Leadership frequently relies on passionate employees going above and beyond their roles, but dedication is too often mistaken for unlimited availability. Additional responsibilities are added without proper structure, resources, recognition, or compensation. -There is a significant disconnect between corporate messaging and the reality experienced by management teams. Promises surrounding growth, support, and career development are regularly communicated but rarely followed through with meaningful action. -The company has developed a pattern of eliminating or avoiding investment in essential support roles such as marketing, public relations, and brand development, while shifting those responsibilities onto existing management teams. While gaining exposure to different areas of the business can be valuable, it becomes unsustainable when employees are expected to operate as entire departments without the resources, compensation, or titles that reflect those expectations. -There is a difference between empowering employees to grow and using their dedication as a substitute for properly staffing a business. Leadership frequently benefits from the creativity and work ethic of its managers, but fails to make the necessary investments to support them long term.

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