Glad to see the successful start to summer ops! Huge props to the various departments that have put in a lot of work to make the first couple of weekends a success.
I believe that the bocce ball court needs some sort of padding (dirt, sand, rubber, etc.) under the artificial turf. The concrete is actually breaking the bocce balls and who knows what potential damage that is being done to the deck underneath. Also, we should probably have a few extra sets of balls on hand for the inevitable loss and/or breakage.
It'd be nice if we had some consistent music playing inside the Schuss and retail areas when we're open as well!
The summer operations have been rocking so far for sure. Thanks for the feedback on the bocce ball court, we have been discussing how we can improve it and hopefully will have a solution soon.
-Jeremy Riss
So many exciting projects going on this summer. Blessed to still be working at Meadows. Looking forward to the new GM leadership and what adventures the future has in-store for all of us.
Agreed, it is an exciting time to work at Mt. Hood Meadows!
-Jeremy Riss
Had a great meeting with my team a few days ago. Stoked to be counted among such an outstanding group of people.
Everyone is in such a great mood. Summer ops is a blast.
That nitro cold brew? I LOVE it. I should get a commission on all the guests I have told about it! That stuff is yummy.
We need ice cream! The kids want ice cream after a hike. And imagine cold brew floats?
Thanks for the feedback on the nitro cold brew, I agree it is great! Also thank you for the suggestion on ice cream, we will discuss it.
-Jeremy Riss.
Will everyone else above minimum wage get the 1.25 pay increase like the base wage will receive? Doesn't sound fair that 2nd year hires are getting $1.25 more while those who have been around for years would hardly get anything. It feels as if pay is being deducted, being closer to minimum wage.
I am sorry that you view it that way. We are trying to strike the best balance for pay increases that are sustainable based on revenue and other expenses. We felt our lowest paid team members were most in need of an increase and those above $12.50 did not get less than they otherwise would have. To me this change is something we should all be proud of but I can understand if there are different points of view.
-Jeremy Riss
Summer menu looks really good! Hope some of these get carried over to the winter menu especially the gyro.
was very excited to see the "BLT glacier wedge" but very disappointed when I was ordering and found out it was a salad and not a sandwich (although sounds like a really good salad)
perhaps putting the word "salad" at the end of "BLT Glacier wedge" on the menu, talked to a few people who also thought it was a sandwich.
On that note, how about a sandwich version of the BLT glacier wedge?? just less lettuce and on bread
Thanks
Thanks for the feedback on the summer menu. The food has been awesome so far props to the Culinary Team. I will pass on your feedback to Chef Matt.
-Jeremy Riss
Ups to the leadership team for increasing the minimum wage and trying to solve issues that have been brought up in surveys like overtime, housing, hot sauce in the break room and all the things that make people happy. Giving Managers/Supervisors cost of living increases every year despite the fact that most Managers/Supervisors in the company take on more responsibility each year does not boost morale. There is an expectation or even competition for who's the biggest martyr when it comes to working more than a job description outlines, staying late, not taking days off or not taking breaks. Supervisors, Managers and Directors are working much longer hours than they are being compensated for and that includes working on days off ($15 or more in gas, missed time with kids and partners). None of this aligns with our Core Values. Give your most dedicated employees actual pay increases that make them feel appreciated and push them to continue working hard for you and taking on more each year. Consider the fact that your middle management doesn't have the time to take advantage of many of the benefits (wellness, food stipend, mountain exchange, buses, appreciation events) that are provided because they are working and, if you want them to stick around, give them a "you are good at your job, thank you" raise.
Thank you for sharing your thoughts and concerns. I do think a lot of the changes we have made will be highly impactful for our team. Specific to Supervisors who work extra days and hours, overtime should be a big difference maker for them as they will be getting time and a half for hours over 40 in a week.
Each Manager and Director position in the company is a little different. If there is a Manager or Director who feels they regularly need to work an unsustainable amount of hours or are underpaid for their responsibilities I would certainly encourage you to discuss it with your Director or VP. Or goal is to have fair compensation for everyone in the company and for team members to have a work/life balance that works for them.
If there are more details you want to share or a specific situation that deserves discussion please do feel free to reach out to your Director or any of the VP's including myself so we can help with the situation.
Thanks for your comment,
-Jeremy Riss