YAYOI_臺灣富禮納思股份有限公司

Because the group leader is taking extended sick leave, we don't have to deal with her bad temper. Aside from the problems with the front-of-house group leader surnamed Hu, the store manager, and the district manager, almost all of my coworkers are good. The PT hourly wage is also acceptable.

I hope the Nanjing district manager will stop covering for the people they brought into the team. One particular front-of-house group leader clearly has problems and often loses her temper because she cannot control it. Why is it that people who are all simply working for a living have to be treated this way?

It is true that Ms. Hu's illness is unfortunate, and of course we can sympathize with her physical discomfort. However, why was pointing out that Group Leader Hu was not properly completing closing duties considered a personal attack?

She has already reached the position of group leader, yet full-time employees still have to point out her shortcomings. She also frequently loses her temper at PT employees. The most important thing in front-of-house work is service, so when employees encounter a bad-tempered supervisor every day and, after reporting the matter to higher-ups, receive the response, “She’s young and inexperienced; please be more understanding,” shouldn’t she continue working as a full-time employee and gain more experience before being promoted?

Also, the store manager sometimes asks coworkers to buy drinks for them but does not pay.

The PT hourly wage is already low, and we still have to remind the store manager about drinks costing more than 40 yuan. Sometimes, even after being reminded, they shamelessly refuse to pay.

Sometimes, when staffing is short and we help cover shifts, the store manager still bad-mouths us behind our backs. Every day they say that we can report issues to upper management, but when we do, nothing comes of it—only empty promises.

The district manager is even more ridiculous. Not only are they slower than the previous district manager, they also insult people without understanding the situation. Communication through the McDonald’s headset is very poor and cuts in and out, so we often have to repeat ourselves several times before we can clearly convey the matter. There is a headset available, yet they stubbornly refuse to wear it and understand why we often have to hold down the button and repeat things two or three times.

They constantly urge us to work faster, yet do not lead by example. How are we supposed to respect them?

Stop covering for the people or friends you brought up. Birds of a feather flock together—I have certainly seen that for myself.

When people around you keep reporting problems and repeatedly mention a particular person’s name, have the managers in upper management ever considered that this person may be the problem?

Otherwise, how is it that everyone worked just fine, but after she was transferred to another store, everything became worse?