Best pre-season yet, let's keep the ball rolling!!!!
Requesting a shuttle for the Warm Springs tribal members for this season to be great. Thanks for all u do for the tribal members thanks u
Thank you to those of you who made the importance of this shuttle for orientation known and to the awesome transportation team for making it happen.
-Jeremy Riss
17 Warm Springs tribal members have been hired at MHM and we Definitely need to get something going for Orientation, as we are all ready willing able to work but transportation is a big issues for us!
Thanks for your feedback as the transportation team stepped up and made it happen.
Greg Pack
So far I am very excited about the supervisor teams this year, which will do greatly to make for a positive season. Pre-season has been some what monotonous but that comes with the territory. Working the job fairs has been an awesome opportunity but felt that they were over staffed a majority of the time. I definitely understand the idea of having supervisors and managers there to represent and speak specifically about there department, but what tended to happen was we had more team members then attendees. I think a smaller group (3 to 4) of team members that can speak on behalf of all departments (recruiter esque skills and knowledge) would improve the flow of those events.
Thank you for sharing your feedback on the job fairs.
-Jeremy Riss
new hires should go through proper extensive training/supervised training to ensure the safety of them and the people they work with. I sometimes feel that I could be in danger bc of situations I’m in that other (undertrained) employees are in control of. I also believe the hiring process should be a lot more extensive and not to just hire people bc we need people but hire them bc they fit the job title, not because they’re just another body. Management should take control of this and actually make a change in critical areas especially where employees personal safety is priority.
Thank you for your comment. Without knowing what department you work in, we can’t take any specific action toward addressing the issues you’ve raised (better training and higher level hiring) but I can offer some guidance on addressing safety concerns. Anytime you feel that your safety or that of a team member is compromised, it needs to be reported to your Supervisor, Manager or Director and a Near Miss should be filled out. If the leadership in your department doesn’t know about the situation, they also don’t know that something needs to be changed. The best way for us to address safety concerns and hazards is through your reporting. When something is reported we talk about and specifically focus on prevention and actions needed to resolve the issue. Near Miss reports are a key element of our Safety Culture. If you’d prefer to report a hazard or hazardous condition anonymously, you can call extension 1400 but a Near Miss report is always preferred.
–Anna Laxague, Risk Management
Amazing that the comment about possibly fixing a road has no management response. So I guess it’s true that management doesn’t care. After “plowing” admin road after the snow there several large pieces of asphalt that were pulled up destroying the road further. Driving that road is now an obstacle course that no one should have to endure. Try driving it in the dark at 5:30am.
I drive this same road many times each week and have known for some time about its condition. There is no question this road needs to be re-surfaced. The sub grade has failed and considerable demolition, re-grading, and likely two lifts of new asphalt is required. This project will take several weeks to complete and is scheduled for summer 2020.
I am sorry that you feel management, leadership and the ownership of this company do not care about the MHM Team. Nothing could be further from the truth and there are many examples that support the company’s significant support of its valuable team members.
The priorities for capital improvements are carefully evaluated each year by the management team and the Board. For a company that does not pay dividends beyond the taxes for its investors, I feel the leadership team does an incredible job of prioritizing those projects that benefit the company and its Team members.
I would be happy to explain this to you directly at anytime so please let me know if you are interested in discussing further.
Matthew Drake
Chairman and CEO
Next year I think having the Value Pass and All access pass be two separate products would be a good idea
Thanks for sharing your feedback on this. We intentionally changed the pass purchase process two years ago so everyone would start with purchasing the Value Pass and upgrade to All Access. The reason for this is we wanted everyone to see the amount they would save if they are able to ride during off peak time frames.
The way it is now customers have to specifically deselect the all access box as well so they know they just have Value Access where as before some customers accidentally purchased the Value Pass not realizing the access restrictions. I would be interested to hear your feedback as to why these would be better as separate products. If you are comfortable with it please shoot me an email or phone call.
-Jeremy Riss
MHM should invest in a couple pairs of season tickets of the Trailblazers and the Timbers each year. They could be utilized for recognition, team building and inter business relationship development etc.
Leadership summit was very helpful this year. More engaging than in years past. The breakout sessions were valuable to work more closely with other team members and learn specific things. "Get to know the new GM," was a great opportunity to increase our familiarity with Greg and share our perspectives.
I'm happy Mel got the VP job and am excited in the direction she is taking things. She is already making changes based on feedback.
Throughout the hiring and beginning the restructuring process, the necessity of employee retention is glaring. I hope we as a company can work hard to find ways to keep employees. This has to go beyond employee appreciation events and a free ski pass. We need to find a way to meet peoples need for shelter and security. I’m looking for ways to build larger roles for team members that will increase their engagement. Help will be needed to make these roles meet peoples financial requirements.
Thanks for the feedback on Leadership Summit, hopefully we will continue to improve it each year. I agree that team member retention is a big challenge and improving it is something we need to focus our efforts on. I hope the changes of raising base wages and overtime starting at 40 hours will be a good step in the right direction. Finding better options for team member housing is another area we need to address.
We are always open to hearing feedback and suggestions for how we can improve and the changes to base wages and overtime are in large part a result of the many comments we received in this survey.
-Jeremy Riss
It’s always a good day up there. Everyone’s happy.