I’ve sent to messages to jobs@ - about the deals we get with outdoor company’s. The instructions say we should follow link provided and register. When you hit link, it asks for a code. What’s the code, where do we register? Why tell us if we have questions to send them to an address that no ones seems to be monitoring??? This is about the company that just sells gloves.
So easy to follow up on an issue when someone leaves their name! I emailed this person directly - indeed one of our pro-deal sites changed their protocol for sign in. We are working on getting the code they require. Look for an upcoming Team News with details on how to gain access. - Matt Troskey
Team is great, and appreciate that feedback is recognized! Looking forward to really filling into the role.
Thank you for putting rope dividers in Higher Grounds to let guests know which lines to stand in for the cafe or for tickets. Last year I heard complaints from guests every time I was in line because it was a huge cluster F*$#.
I noticed those dividers too and I think it also helped. Thanks for making that suggestion. -Tyler Barnes, Learning Center Operations Manager
I've noticed some employees not picking up after their dog in the dog park. I've even heard an employee saying 'it'll get buried'. Sure, but when the snow melts that shit is still there. Nobody wants to step in shit or clean the shit off of their dog's paws. Please be a leader and pick up after your doggo!
While I was in the dog park 12/8, a woman who has kids in race mentioned she was very happy with the staffing of Meadows that day. She felt it was really smooth. I wanted to forward some positive news from a client.
"That poop's mine." Yeah, we battle the same thing at the elementary school across from our home. Dog owners who don't pick up after their dogs are very inconsiderate. When I see that kind of thing happening I go over and pick up the poop with a doggie bag and let them know that I just picked up their dog's mess. Also, thanks for mentioning the comment from the guest about staffing. -Tyler Barnes, Learning Center Operations Manager
Work has been interesting this week. I would like to give a shout out ot the managers in my department for doing an awesome job through some tough times. It is great having such a solid leadership team. They have been very transparent, very honest and have had much better communication than I have ever seen. There has been a huge boost in safety and training initiatives this season and I feel that is has been extremely beneficial. I feel like the team has been set up for success by the managers and I am very grateful for it. I would like to make a moment to mention that the wait times at the Schuss and Fresh Tracks have been a little bit frustrating. 2 times this week I waited for over 40 minutes for food when there was not a single person in the seating areas. I understand that on weekends we are busy and wait times can increase but why is it so bad during the week when no one is here? Also, every time I eat breakfast at the Schuss I get sick, I dont know if its the eggs or maybe meat but it is every time. This is very disheartening because during the week this is the only place open. I want to be able to eat and trust that I will not get sick. The last thing is the chicken, did we change chicken vendors this season? It has been chewy and discolored every time I have ordered it. I dont know if its the way its being cooked or what but its been fairly unpleasant. Other than that, I am very happy with how the season is going. I have seen some great progress in my department and I hope that the momentum continues.
In response to the feedback about the managers in the department. Thank you for the words of encouragement. We have made a commitment to make our department better, stronger and more professional. The assistant managers have been doing an awesome job supporting these goals and having us all on the same page which has had a strong trickle-down effect. We will never stop trying to improve things for everyone in the LO department. We simply cannot do it without all of you and will do our best to not let you down. As we move forward I want to tell you that it is ok to fail, failure sprouts the seeds of success. We are a learning company and every day we will go forward with that mentality. - Cody Howe, Lift Operations Manager
What is with the goals hours for Learning Center employees? Is this going to affect anything, rehire, ect. or is this more of a guideline than a rule?
Great question. As I mentioned at the department orientation, the goal hours are for you to evaluate whether you are being an effective, contributing instructor team member. It also helps everyone know that we are all pulling our own weight. For example, if I am on track to fulfill my goal hours, I can let the supervisor know on a day when we have lots of extra staff, that if there is someone else who needs to teach to reach their goal hours, then they can have first dibs on teaching. Also, part of the purpose of the goal hours is to hold instructors accountable for actually teaching, rather than just showing up. Showing up is a start, but actually doing the job of teaching people how to ski and snowboard (and not avoiding teaching by back lining at line up) is why you receive all the benefits of being a team member and an instructor. This is a reciprocal relationship between you and Mt. Hood Meadows. We have reviewed teaching hours as a measure of eligibility for rehire, especially if instructors have not fulfilled their schedule commitments, called out multiple times for various non-illness related issues, etc. Having transparency about shift commitments AND goals hours helps everyone be accountable. Moving forward we are looking at other aspects of evaluating instructor contributions - and may have a shift commitment next season that is goal hour based, so you might complete your "commitment" by reaching a goal hour in fewer than 18 shifts. More on that later. -Tyler Barnes, Learning Center Operations Manager
Hey! As a returning employee I wanted to say I am incredibly disapointed by the lack of honey mustard. Last season we requested it several times, and we were so excited we could make a change when we did receive it. I told everyone, see, asking really does make a difference! And then you guys took it away this season again. Just don't have it if you are planning on only doing a change for a year. Other than that, I know its been a hard thing with the dynamic pricing, everyone should just remember people fear change and it will be okay after awhile. The phrasing on it in the beginning (as has been stated) was a little wonky and I enjoy working at a place that can admit making mistakes and learning from them.