The survey period has closed.
I want to tell our management team what a bang up job they did this season to keep our resort open! In spite of the pandemic and everything else going on our team managed to keep our Mountain home running for the season! While I am sure it wasn't easy, though the hard work of all our team members we had a great season with LOTs of great snow and generally great conditions for the entire season! Thank you!
Thank you for the positive comments. It was a huge effort from so many to make the best out of this season and although there were many challenges I'm stoked we made it through and look forward to hopefully a few less rules to enforce next season.
I’ve already sought out clarity for myself on this issue, but wanted to put it in front of a larger leadership audience to reinforce the need for clarity on it for others in the future.
While there are a handful of reasons I’ve given lower than historic job satisfaction ratings on these surveys this season, part of it has been a compromise I’ve made myself around a goal of prioritizing long term wellness in reaching the 1000 hour mark for the year to qualify for a 401k over short term wellness in spending time outside and skiing. This is the second season that I’ve made this compromise to try and achieve this, and the second season that I’ve ended it feeling disappointed in myself for both not reaching any of my skiing goals and falling short on this one as well.
This season, that disappointment in myself is paired with an immense frustration. I take responsibility for not asking the appropriate questions and reading enough into the details when I originally set these goals, but also feel like I both pay due attention to the handbook and other available resources, and have had several conversations where I would have expected to be corrected in my impressions regarding details of benefits access and timelines. A big thank you to Bain for speaking up this winter and prompting me to look further into the benefits access to at least set realistic expectations of what I was working towards; clarity that it is a 401k offered and not benefits as a whole had not been brought up prior.
I’ve been using the ACA benefits measurement period on Dayforce the last two seasons to keep track of my hours as I’ve worked towards this. The dates listed, I have come to learn recently upon surpassing that 1000 hour mark with that date range, are only applicable for your first year. Once the first year has past, you move to a calendar year for tracking, which is not measured in this location. In being unaware of this, I missed the 1000 hour mark by less than 6 hours for 2020; had I have known, I easily could have achieved that this fall.
I’m thankful that this is something MHM offers and absolutely don’t want to overshadow my appreciation for making benefits of any sort available for seasonal employees…I think this is a huge step in a positive direction. As an employee who does not often get frustrated about how I feel impacted as an individual and puts effort into staying updated on policies, the frustration I’ve felt associated with this seems important enough to share so hopefully others don’t run into the same in the future. It feels like there is potential to educate those with benefits to the details on this more thoroughly to offer better guidance when employees working towards this bring it up…I felt as though that was missing in conversations I had until I asked for specific clarifications. I have already brought this up, but having the appropriate date ranges specified under that ACA benefits measurement would have been an easy way to prompt clarity early on, instead of now going into my third season working towards this.
Thank you for making everyone aware of this challenge in case anyone else is in a similar circumstance.
This season has been great! I’m certainly going to miss it. Can’t wait for next year.
I'm so glad this season is over! The job itself in lift ops is awesome and cody is a great boss. But it is very clear that the company themselves don't care about us. You allow thousands of guests to crowd around the deck everyday and drink but you wont allow us to have a beer with each other on "appreciation" day? No instead you're going to play cop and patrol the parking lots and slopes. Such a joke. Not to mention the owner of the company can't even be bothered to wear a mask while we are forced to yell at every guest with it below the nose. Yeah your mountain home if you're part of the rich clientele, the rest of us are just tools. Get it together.
My response to this survey entry: "Ski racers are the worst human beings on the face of the planet. These highly privileged white kids are absolute monsters with no soul. They are disrespectful and down right rude. Please get rid of the ski racing program. Its a waste of time, money, and effort. Or, we can keep them and keep creating an elitist wealthy society of aholes that come to our resort who will push put all the queer/BIPOC people."
Hey there! I'm your friendly neighborhood GAY alpine race coach. As a low-income queer woman teaching this sport at Meadows I thought I could share my perspective on this program. There are multiple queers on staff for our program. I love my job and would hate to see this program go away. I get paid a living wage and I have nothing but great things to say about how supportive my Program Director is.
POC athletes are present on our team, although I agree diversity is lacking. I personally would love to see more access to the sport. Is there a way we can create more access or is our only option getting rid of the whole thing all together? I'll reach out to my program director for our team and see how we are holding ourselves accountable to make the sport accessible.
Sadly, rudeness is something I have also witnessed from racers. Etiquette is something I teach and I believe it is important to set those expectations about appropriate behavior at a resort. I do encourage USSA, Clubs & Meadows to work together to create a respectful and inclusive culture. I believe accountability for bad behavior is absolutely necessary. Some of the harsher comments about these race kids make me sad. I believe every race kid I have met has a soul.
Did that help? What else can we do? I would like to see USSA, Race teams, and Meadows hold themselves accountable for the lack of accessibility.
Also, I would like to express my disappointment with some of the harsh and inappropriate things you have said about children who participate in alpine race teams.
Thank you for providing your input hopefully this will help some folks see things from another perspective.
We made it! Thank you all for a great season! We all pulled together and gave our guests and Team members a safe place for some much-needed fun on the slopes of our beautiful mountain. With what we've learned so far, next season should be much easier (because I have a nagging feeling COVID will be hanging around for awhile...) Have a great summer, stay healthy and see you when the snow falls again!
Thank you for your efforts this year!
I find it very frustrating that there are no responses to any of the comments about Matthew Drake not wearing a mask. Do you care? Are the people who respond to these survey comments afraid of him or something? If he doesn’t have to wear a mask why do I have to confront guests over and over again all day about the same thing?
it feels good to be here on the last day. I'm proud of my staff and our company. The tangible financial thank you's to all seasonal, year-round and management are appreciated!
This year was particularly interesting for me because I got credit for a job well done that I didn't even conceive of doing. Our Patrol team posts about 45 safety information signs around the hill within the main area excluding Heather Canyon. We moved most of these off the ski runs on to trees, power poles and lift towers. The resulting decrease in menial, time-sensitive work was an astonishment to all of us. I would encourage everyone to listen to those crazy ideas, get involved and keep evolving. I'm really proud of the people working with me who try new ideas.
Agreed innovation and continually finding ways to improve helps set our company apart and makes the job more rewarding when you can find ways so solve problems or make things better.
We have do a great job in Covid considering the rest of the state enforcement of mask and social distances however if we earn a voucher to ski that voucher should have no limits of usage like a gift card. It’s tuff to give the voucher away at the end of the
season that you worked so hard doing extra teaching hrs to earn and can’t use.
Thanks for your input. I will discuss the voucher program with the MLC leadership team.