(no subject)
ALLEGIANT AIR
EXIT INTERVIEW QUESTIONNAIRE
ADDITIONAL COMMENTS
JEN WESTOVER #6946
3. What does the new job offer that your job at Allegiant Air did not?
First, and most importantly, my new job offers me respect, and encourages me to contribute ideas and strategies to help build a stronger, more productive business. Whenever I suggested new ideas to my management at Allegiant, they were treated with patronizing dismissal.
In addition to basic human respect, my new job also offers better, regular hours, a higher rate of pay with frequent possibilities for increase, and definite chances for advancement.
6. How did you feel about your rate of pay and the employee benefits provided by Allegiant Air?
The pay at Allegiant is terrible. I was willing to work for such a small wage because I really enjoyed the job and liked my co-workers. My enjoyment of the job itself also allowed me to overlook the fact that what was required of us as employees is clearly worth more than what Allegiant pays. The thing that was really distressing was that agents at different bases were earning more money for the same work. I think that practice is despicable.
As far as benefits go, I was pleased with the 401K plan that was offered, but was then astonished when it was revoked due to an “error” in accounting, even though I was eligible for the benefit according to section 10A of the employee handbook.
I rated the travel benefits as “fair”, but that’s only due to the addition of the station agreement at BLI with Alaska.
7. How would you describe the level of morale in your department?
The morale at BLI ground is pretty low. The low rate of pay and the revocation of the 401K plan benefits definitely contribute to it, but I think the main reason for the low morale is lack of appreciation for the staff on the part of the management. Gail Bailey fosters an adversarial, every-man-for-himself environment. Everything that the ground crew does is filtered through a lens of negativity. In the entire year and a half that I was with the company, Gail never uttered one word of appreciation to me. Not once.
8. Please rate your supervisor/manager on the following…additional comments.
I don’t think that the concept of “fair and equal treatment” exists in Gail Bailey’s managerial purview. She has frequently written up employees for behavior that is habitually exhibited by other employees without reprimand. She has revoked privileges of employees because she disapproves of their personal friendships outside of work. She has passed over exemplary employees for promotion in favor of an employee who naps on the job, an employee with a DUI, and an employee with a habit of forming romantic relationships with his subordinates.
There is no positive feedback or recognition of good work. Period. Ideas and suggestions for improvement are discouraged.
On several occasions, there have been changes to the schedule with no notification to the staff resulting in people showing up to work when they were not required to be there, or, people missing work because they were unaware of the changes. It is the responsibility of a good manager to keep employees informed about these types of changes. Ms. Bailey did not do that.
11. What did you like MOST about:
(a) Job: I loved my job at Allegiant. I loved being around airplanes, I loved being able to get some exercise while at work, I enjoyed the company of my co-workers. It was a fun job.
(b) Company: I think Allegiant has an excellent business plan.
12. What did you like LEAST about:
(a) Job: The poor regard in which I, and my co-workers, were held by management.
(b) Company: Once again, I’m going to have to go with the management team at BLI.
13. What recommendations for change do you have for Allegiant Air?
I would recommend that Allegiant shift its focus with employees to a strategy which involves positive reinforcement instead of negative. Your employees are out there on the front lines, and if they are happy, the business will make more money. If they are treated with suspicion, and disdain, they will most likely not want to give you their all. At BLI, it really felt like the management went out of their way to set us up to fail. It was very disappointing. If this foul attitude toward employees would improve, everything would improve across the board.
14. What could Allegiant have done to keep you?
This is such a simple question. One ounce of respect or appreciation would have kept me on board. As I said earlier, I really did love my job. And even though I was just hired at a new place, I still had availability to work for Allegiant, and would have. It just didn’t seem worth it to try so hard for something that gave me so little in return.
EXIT INTERVIEW QUESTIONNAIRE
ADDITIONAL COMMENTS
JEN WESTOVER #6946
3. What does the new job offer that your job at Allegiant Air did not?
First, and most importantly, my new job offers me respect, and encourages me to contribute ideas and strategies to help build a stronger, more productive business. Whenever I suggested new ideas to my management at Allegiant, they were treated with patronizing dismissal.
In addition to basic human respect, my new job also offers better, regular hours, a higher rate of pay with frequent possibilities for increase, and definite chances for advancement.
6. How did you feel about your rate of pay and the employee benefits provided by Allegiant Air?
The pay at Allegiant is terrible. I was willing to work for such a small wage because I really enjoyed the job and liked my co-workers. My enjoyment of the job itself also allowed me to overlook the fact that what was required of us as employees is clearly worth more than what Allegiant pays. The thing that was really distressing was that agents at different bases were earning more money for the same work. I think that practice is despicable.
As far as benefits go, I was pleased with the 401K plan that was offered, but was then astonished when it was revoked due to an “error” in accounting, even though I was eligible for the benefit according to section 10A of the employee handbook.
I rated the travel benefits as “fair”, but that’s only due to the addition of the station agreement at BLI with Alaska.
7. How would you describe the level of morale in your department?
The morale at BLI ground is pretty low. The low rate of pay and the revocation of the 401K plan benefits definitely contribute to it, but I think the main reason for the low morale is lack of appreciation for the staff on the part of the management. Gail Bailey fosters an adversarial, every-man-for-himself environment. Everything that the ground crew does is filtered through a lens of negativity. In the entire year and a half that I was with the company, Gail never uttered one word of appreciation to me. Not once.
8. Please rate your supervisor/manager on the following…additional comments.
I don’t think that the concept of “fair and equal treatment” exists in Gail Bailey’s managerial purview. She has frequently written up employees for behavior that is habitually exhibited by other employees without reprimand. She has revoked privileges of employees because she disapproves of their personal friendships outside of work. She has passed over exemplary employees for promotion in favor of an employee who naps on the job, an employee with a DUI, and an employee with a habit of forming romantic relationships with his subordinates.
There is no positive feedback or recognition of good work. Period. Ideas and suggestions for improvement are discouraged.
On several occasions, there have been changes to the schedule with no notification to the staff resulting in people showing up to work when they were not required to be there, or, people missing work because they were unaware of the changes. It is the responsibility of a good manager to keep employees informed about these types of changes. Ms. Bailey did not do that.
11. What did you like MOST about:
(a) Job: I loved my job at Allegiant. I loved being around airplanes, I loved being able to get some exercise while at work, I enjoyed the company of my co-workers. It was a fun job.
(b) Company: I think Allegiant has an excellent business plan.
12. What did you like LEAST about:
(a) Job: The poor regard in which I, and my co-workers, were held by management.
(b) Company: Once again, I’m going to have to go with the management team at BLI.
13. What recommendations for change do you have for Allegiant Air?
I would recommend that Allegiant shift its focus with employees to a strategy which involves positive reinforcement instead of negative. Your employees are out there on the front lines, and if they are happy, the business will make more money. If they are treated with suspicion, and disdain, they will most likely not want to give you their all. At BLI, it really felt like the management went out of their way to set us up to fail. It was very disappointing. If this foul attitude toward employees would improve, everything would improve across the board.
14. What could Allegiant have done to keep you?
This is such a simple question. One ounce of respect or appreciation would have kept me on board. As I said earlier, I really did love my job. And even though I was just hired at a new place, I still had availability to work for Allegiant, and would have. It just didn’t seem worth it to try so hard for something that gave me so little in return.