Reaching For The Unicorn! - werkgeversreview General Manager bij Chipotle

They advertise that 98% of the leaders are developed from within the company. There is an extreme divide between the "outside hire" managers and the "internal promote" managers. Outside hires are not only not set up for success with training, but also are looked upon with a stigma as they did not "achieve" their status. In addition to that, when the leaders of the managers are also an "outside hire" they do not know how to train or lead their managers. If this is such a stigma and handicap, then outside hires should not be brought on the team. After the sub-par training takes place, and the manager is set into the role, they are then held to not only unrealistic goals, but there is not support from the leadership team to teach them how to achieve these goals. There is an extreme amount of favoritism, and if you are not liked on a personal level by the leadership, then you are given even less support and at the drop of a hat, you can be removed from the team. You are taught to train your team to believe in a goal that is much like reaching for a unicorn; no one has ever seen it, you don't know if it exists, and you have no idea how to attain it. You can work typically 65+ hours and still expected to be "on call" when you are not working. Having much experience in restaurant management, it is understood that position of a restaurant manager is very demanding; however, with this company, it had been the most strenuous both physically and mentally, with little to no reward or recognition. They claim to be up front an honest with everyone within the company, but they have many undisclosed motives and plans that are never shared until after the decision has already taken place. Leadership and directives change so often it is impossible to achieve what is asked of the managers, and there are continuous threats to terminate employment if perfection is not achieved.