We are in a management crisis.
Bosses have always thought they knew how to manage, but with the onset of the pandemic and employees tending to be a little more picky about where they work, bosses are spinning.
Not always in a healthy direction.
Takes Chick Phil A. A beautiful company in many ways – commercial, if not always social.
It has a reputation for attentive customer service, excellent and consistent food, and a tinge of shucks rather than sucks.
What, then, was Ohio Chick-fil-A thinking when he was Encouraged customers to dump their cars And break the restaurant’s hourly record?
And on a hot summer day on July 30th, too.
This can be fun for customers – unless they are stuck in a very long line, as is the case at many Chick-fil-A. This Chick-fil-A specifically wanted 163 customers within an hour and enticed them with all kinds of gifts.
I find myself thinking about the store staff. When your bosses stir up a crazy rush, apparently just for local propaganda, don’t you get a little upset?
Why, this is the reaction to South Carolina Chick-fil-A creating the same record-breaking frenzy. to respond to One of the TikTok posts that wondered: “What did the Chick-fil-A employees do to deserve this?” Those who have suffered before have ideas.
One explained, “When I was working on chickfila, the management would yell at us if we didn’t hit our car count goal.”
“Being left outside during a heat wave with over 100 cars for 11.75 is exactly the reason I quit,” said another.
Then there was the following: “We broke the record when I worked there, and we got nothing for it.”
Another offered a frightening juxtaposition: “The operators (owners) get a bonus from the company for breaking their record.”
I thought there was something more sacred – some about Chick-fil-A, so does this all really stem from earthly desires?
Well, another Chick-fil-A story might confirm that.
In Henderson, North Carolina, the owner of Chick-fil-A needed more staff. I opened, as you can see, a new engine – through Express. This is the place Two lines are served through the driveone dedicated to mobile phone requests.
This Chick-fil-A has taken to Facebook to find more employees to hire their Express offer. In fact, the expression Chick-fil-A used was “volunteers.”
Yes, she wanted people to come to work without pay. Instead, the incentive was to “earn 5 free appetizers per shift (1 hour).”
Amazingly, this did not go well with the customers, let alone the staff.
First, there was a clear violation of the Fair Labor Standards Act. Ugh, but who cares about laws these days? What seemed even worse was the idea that Chick-fil-A tried to bribe humans with chicken and french fries in order to make company money.
To some it seemed less than thoughtful. It seemed less than human to others.
In fact, the reaction was so harsh that the company headquarters Tell The Washington Post The volunteer program no longer exists.
Unfortunately, Chick-fil-A HQ added that the idea did not come from her fair lap but from the local operator. However, the pressure to make more money definitely came from the top.
It is easy for companies to deny responsibility when they may pressure each operator to make more money. Perhaps they were putting pressure on every operator when, say, Chick-fil-A CEO Dan Cathy admit That a third of roaming customers leave without a purchase because the lines are too long. Hence the glory of Drive-Thru Express.
Managing by pressure is not always the best method.
Sometimes, management by motivating, inspiring and empathizing may work best.