Jet reviews

It sounds like you may have been involved in some unfortunate and deconstructive conversations. Sorry to hear that! As you mentioned, we enjoyed a period of rapid growth. In fact, we love that we were able to offer positions and promote many of our internal, high potential JetHeads for a time. We are currently focusing on stabilizing that growth and ensuring that we are here to stay! By rightsizing and getting our headcount where it needs to be, it allows us to focus our energies on developing those leaders that were promoted and preparing those JetHeads that could be next if we experience another wave of rapid growth. As to your advice to management - We do hold our leaders to specific expectations and standards. If they don’t meet those standards though, we are committed to helping them become successful we do this through one on one coaching’ and providing them with every tool possible. Like everyone going through learning we provide leaders enough time so they can change behavior and become successful. There are times that this support does improve behavior, and unfortunately there are times that it doesn’t. In either situation we do not publish who is getting additional support, and who isn’t making the necessary changes to be successful. It is difficult to address generalities though, so, if you really want something to change, we would need you to give specifics because we don’t know what you know or what you have seen. I assure you that we have a zero tolerance for retaliation. If any adverse action towards you takes place because you gave feedback, swift action will be taken against that individual. I am committed to fixing the issue(s) that are concerning you most, but I can’t unless you help us. If you want to remain anonymous, I understand that. There are avenues you can take in house to give us more specifics on the situations you have mentioned without giving up your identity. You could type up a letter and leave it under my keyboard, call the open-door hotline, or even put a post it note on my computer with your number that I could return a call too. At the end of the day, we would never want someone to be frustrated without an outlet to express their feedback, so, I ask you to please visit one of these avenues. Maggie K., Director of Talent

Thanks for the real feedback, this is not how we want any employee to feel. We all spend so much time at work we need to make sure it fulfills each of us. We obviously believe we will be here for many, many years to come and we try to be transparent with the plan so that you see that path as well... clearly we need to do better. In addition, work-life balance is something we take seriously and is needed to achieve our long-term vision. Employee happiness is a top priority, the last thing we want is for people to burnout. If you've already spoken to your manager and feel that you can't take the time off that you need, please reach out to me or your talent rep. As for our levels and transparency around salaries, Jet is doing things differently – I don’t know of another company that publishes salary information the way we do. Usually employees are kept in the dark and there are all sorts of unfair decisions made behind the scenes. Being transparent, especially when it comes to salaries, isn’t easy, but my goal is for everyone to be treated fairly at all levels. If you feel you've been leveled incorrectly, please connect with your manager, talent rep. or even me directly so we can talk openly about it. - Marc Lore, CEO