Your review is very concerning as it does not reflect our culture nor our procedures. Jump+ does not cut hours or pay as part of disciplining its staff and these false allegations are troubling. If there was an incident in which an iPhone was accessed without permission of the client - regardless of intent, this would be subject to review, as privacy laws are something we take seriously.
We would like to better understand who you are (anonymous reviews are difficult to address), so please contact firstname.lastname@example.org
You're heading absolutely captures our culture! We pride ourselves in relationships with our staff that are based on shared vision that requires input from everyone at every level! Thanks for being part of our Jump+ family
Thanks for the positive feedback. We look forward to your continued growth with us!
Thanks for the feedback! Welcome to our newest team, which has represented our values of delivering an excellent customer experience!
Thanks for the feedback, we do take it to heart.
A couple of comments on your review:
Staff: The company absolutely cares about the staff, we provide positive feedback and suggest areas for improvement. Jump+ prides itself on having an executive team made of of staff who started with us in our infancy and have progressed to executive positions. These include senior managers in purchasing, operations, service and business development - who all started in sales.
Kitchener as a new store, has a lot of learning to do to come up to speed and meet the standards of our other stores. This takes effort and buy in to a vision of growth and constant improvement, and may not be a fit for everyone.
The DM for the region is one of the kindest, most inspiring managers we have ever come across. She has turned around several stores who have teams that perform, are happy and understand and love our story. We wish you could have stayed with us a little longer to understand the impact of this transformation.
We pay fair wages and incentives for meeting our targets and goals yes, we do expect people to work for them, as this is a place of employment.
Finally, we do ask our staff to share positive stories. With over 300 people who are working in an environment they thrive in, it is only fair to showcase this point of view as well.
We regret your experience with us did not meet your expectations. We appreciate your feedback and will use it to constantly review and improve our process and our communication. We wish you good luck in your future endeavors.
Thanks for your positive energy and for your dedication to our vision! Your contributions have made a difference not only in your team, but beyond in other branches of our network. Seeing your development over the years has been incredible and we look forward to many more years of professional growth. Thanks for being part of the Jump+ family!
This review is disheartening to hear, especially since it keeps resurfacing every few months in different platforms dating back to early 2018. As we explained at the time we parted ways, our company is one that pursues excellence in customer satisfaction. As such, the standards we require of our staff reflect the demands of ensuring we adhere to customer expectations. When staff are unable to understand that vision and deliver the service that customers expect, we have to make difficult decisions and understandably that creates stress. This is a difficult for both staff and the company.
This is good feedback and we will use it in improving our training process and in evaluating our remuneration practices. If there are specific suggestions for improving the training that you did not include in the post training survey, please feel free to share them with us directly. I can be reached at email@example.com
Your comments absolutely summarize what we stand for. As a company that has grown from one to 15 stores in just a few years there has been an emphasis on giving a voice to the staff that understand and buy into our vision. You are the tiles that have contributed to our mosaic! Yes, there have been challenges and growing pains, as is to be expected as a small company becomes larger with changing processes and adapting to increasing demands to achieve excellence in the service we provide our customers. It is through the devotion of staff like you that we continue to listen and improve. Thanks for being part of our Jump+ family!
Thanks for your feedback. At Jump+ we do operate as a family, and try to expand the network of support beyond one team or one store to include as many people throughout the company as possible sharing best practices:
We are saddened by this review, especially since our executive team is made up entirely of staff who shared our vision, always contributed to making the company better and have developed their skills and grown with us. Sales staff have advanced to become managers, service technicians have advanced to become General service managers, Assistant managers advanced to become senior purchasers, managers advanced to become Operations managers, and iOS technicians have advanced to become Business Development Strategists. Advancement, however, is based on merit. Performance is measured regularly and and excellent performance is recognized and rewarded. We regret your experience in our company was different than the path of our most successful staff. If you would like to provide us details that will enable us to better understand your particular circumstances, beyond what may have been discussed at an exit interview, we would love to hear from you. I can be reached at firstname.lastname@example.org
Thanks for your feedback! You absolutely reflect our culture of growth, and valuing the input of our team members. Growth is never easy and certify does not come about effortlessly. It requires constant evaluation and tweaking of our processes and practices so that we can ensure our standards continue to strive for the highest levels of excellence. Your input is always valued and heard. Decisions are made based on lots of factors which need to be taken into account. We hope we are always approachable to explain our decision making criteria and to reevaluate decisions as needed. We look forward t many more years of growth and development!
It saddens us to hear a review which is more a personal attack than an assessment of a workplace. Sadly, there was some rebuilding in the stores which share this review (Hamilton, St. Catharines and Kitchener) due to poor performance and a toxic culture. Over the past few months, this District Manager you are accusing, has improved the following aspects of the company: (1) customer ratings in all locations now reflect a much higher standard customer service and satisfaction, (2) sales have grown significantly due to the refocus on ensuring customer solutions are understood, properly positioned, and developed, (3) morale has improved as well with teams that are committed, cohesive and assist one another. All in all, this district manager has brought about tremendous, objective and measurable improvements to the area. We regret you were unable to partake in the vision and the transformation.
In looking at the date this was posted, this is a disheartening review to read, especially since our team in St, John's has been one of our most stable and highest performing stores over the past 2 years, since we turned the store around due to a toxic environment and poor performance.
We do not have records of anyone leaving in January, so we would certainly welcome the opportunity to understand if this review reflects the current environment or the one we strived so hard to transform a few years back.
Please reach out directly at email@example.com
We do take feedback to heart, and while it may be too late to turn your employment experience around, we would welcome the opportunity to learn from your situation and hopefully make it better for others going forward.
Thanks for the feedback. We are unaware of a store manager that resigned after a month, so we would certainly welcome hearing from you directly to determine what transpired in such a short time frame to make you feel this way.
We do value feedback and if there are concerns about management that would not have been raised in an exit interview, we would welcome the opportunity to hear any suggestions that would allow us to improve. Please email me at firstname.lastname@example.org
We are sorry your review is as discouraging as it is, and would certainly welcome hearing your comments directly to see what went wrong in our relationship. If there are details you can share with us directly that would not have been brought up in an exit interview, we would welcome the opportunity to heard from you directly so we can learn from this situation. It certainly does not reflect the employment relationship we strive for.
A couple of responses to your comments:
a. Owners and managers do not police staff via cameras. We are from time to time, in need to check footage due to customer escalations or potentially fraudulent transactions. When we do look at the footage, many times unwarranted behaviour is also noticed which needs coaching or correcting. This is an opportunity for us to discuss and improve. It should never come across as mistrusting, but rather a learning opportunity for all involved.
b. Scheduling should respect work life balance, and no staff is expected to work extra shifts. This is quite surprising to hear as we actually limit maximum hours worked by all staff quite carefully. If there was a situation that warranted additional shifts (such as covering for a sick co worker, and emergency coverage required) these would be always be optional and paid according to overtime regulations. If this was not the case with you, this is something we would welcome hearing about as it would fall outside of our practices and policies.
c. We provide an opportunity for our staff to assess and give us feedback on training (most of which is actually provided by Apple). If there were areas you would like to comment on that would not have been brought up on this survey, again, I would welcome hearing from you directly and constructively.
Business Development Manager
Thanks for the feedback, and we regret your experience working for us was not a positive one.
Probation periods exist precisely to assess what cannot be measured in an interview and to give both parties some time to assess if the relationship will work, if cultures mesh and if performance is up to par to deliver excellent customer service.
No one gets fired for asking too many questions, we actually encourage it. Sadly, however, behaviours, attitudes and competences assessed in the first few weeks of employment sometimes do suggest an error was made in bringing someone to our team. This is not a personal assessment but one based on a mutual fit.
It is always difficult when staff we hire do not meet expectations and are not deemed to be a fit and are terminated within the probation period.
Thanks for your feedback. You are absolutely correct by providing the context of our growing pains and understanding that our intent is to always improve as we grow. Thanks for your input and for sharing our vision!
Thank you for providing context and intent. You are correct. Growing pains are part of expansion, and we always strive to listen to and incorporate positive, constructive feedback as we grow and improve. Thanks for being part of our Jump+ company!
Thanks for your feedback. We do not fire people for sick days.
We do assess overall fit with regards to competence, character and culture. We do have a three month probation period to ensure staff fit our company with three criteria: competence, culture and character. Your termination was due to a poor fit with regards to these categories. We wish you success in your future endeavors.
Thanks for your feedback. There is a lot here to digest, but the theme seems to be working too hard. You mention people who are thriving in our company, happy and productive. That does indeed take hard work, vision and passion. Their feedback has always been positive and constructive, so I believe speaking on their behalf is inaccurate and out of context.
As a performance based company, staff who share our vision and deliver excellence do very well, are compensated fairly, have a voice in improving our policies and our process and leave an imprint in who we are and who we are becoming.
We regret our mission was not a fit, and wish you much success in your future endeavors.
We are so sorry this was your experience. The manager responsible for this is no longer with the company and we have reset process and communication.