HR, Payroll, Benefits, Accounting and Marketing Departments, Recruiters, Corporate Chef's, VPO's, and some DM's. This is a company with a significant lack of leadership.
The turnover in unit management and corp. office workers was debilitating. They employ a significant amount of Thompson family in the company.
My opinion was that everyone from the COO down seemed to be lost and/or in over their head. The consistent fires and buses being driven over you was exhausting. Lack of Leadership and the inability to provide consistent direction took a toll on the front line managers. They are a company with no boundaries, no formal training programs and no on-boarding process. Programs are not tested appropriately before implementation, Project times were limited to a few days for items that should be made with great consideration. Marketing would send information to the unit after the events were to take place. Technology and systems were from the 90's. The inventory and food costing/numbers reporting system took 4 days, Friday thru Monday every week. Work/life balance was limited and not available due to lack of adequate management structure in the accounts. Under developed and untrained managers were regularly placed in units. The stated expectation was 5 days for 50 hours a week, reality was 6 for 65 to keep the unit operating. Management departures were routinely left empty for long duration's with no relief until someone/anybody was hired in. Hourly new hires could take up to 30 plus days from application turn in to start date. Payroll tended not to pay out for Holidays and new hires first pay dates. HR department made terminating at fault staff a marathon of chasing e-mails and sending follow up information to prove the termination was warranted. I was told that being held accountable was determined by who liked you in the Corp. offices. Diversity in Corp. office was a point of pride that disregarded the need for effective communication levels and the ability to understand what information/process they needed resolved. Issue resolution may be swift and final or take month's, consistency in message was non existent and harmful. Management turn over is evident in the volume of new managers hired and placed in the "Welcome to the Company" section of the quarterly news letter.
