ARAMARK Reviews in Philadelphia, PA Area

Pros

Aramark provides good opportunities for growth either upward or latterally in other segments of the corporation, also senior management communicates well down the ladder.

Cons

mid level managers are not given opportunity to contribute ideas. As first line supervisors they are often the first to identify a problem but not given a chance to provide input in fixing it.

Advice to Senior Management

give all management and employees a voice to make suggestions for improvements

Pros

The customers are great and appreciate any little thing you can do for them.

Cons

Hours were downsized but we were asked to work harder to make up for the loss

Advice to Senior Management

Wake up and really look at your units. They are floundering

Pros

Pays well for unskilled labor. Provides pay that is much better than similar jobs. Offers very good employment opportunities for students or those looking for part time work. Most people you will encounter within the company are very friendly.

Cons

Large amount of politics within Union employees. Very little recognition of strong performance nor reprimand for poor performance.

Advice to Senior Management

A firmer stance against employee incompetence and recognition for a job well done.

Pros

Advancement and ability to learn new areas of business operations and finance. I don't believe that a 100 word requirement is necessary to be able to accurately depict what a company's high and low points are related to employment.

Cons

Very specific service industry culture. There are really no other downsides to working in the organization. There are always the traditional confines of workload, budget and available resources, but for the most part Aramark is a great place to work.

Advice to Senior Management

Keep up the good work. The company works very hard to ensure that management has the education and training to excel and lead. They do a great job and it is also trickled down to the staff.

Pros

The company is very supportive of employee professional development. I have worked there for 2 months, and the company has already spent roughly $3,000 on training for me, and is already planning more. My job requires me to review contracts as they relate to potential business; the company has sent me to observe how hourly employees function, which costs money, but in the end allows me to perform my job in a much more detailed and meaningful way. My managers have had multiple discussions with me during my time here to discuss what can be done to prepare me for a future career, and they have not limited that advice to how I can serve ARAMARK.

Cons

I have yet to find any downsides.

Advice to Senior Management

As an employee hired during a recession, I am immensely grateful to have not just a job, but a GOOD job at this time. Thank you.

Pros

One need not be very bright to be successful. The culture rewards people who are comfortable in working extremely hard in a reactive mode. At the leadership level (Band 5) you have a lot of opportunity to play golf in the course of doing business. It is fun to spend a lot of time on college campuses. Most people want to do a good job. If you are young, unattached, and interested in living in different parts of the country, then you have an opportunity to move up in the company. Many times the most critical factor in filling positions is willingnes to relocate.

Cons

They do not know what to do with smart people. They do not want to think strategically - it is too difficult as is calls for people to be introspective of the impact of current practices on future opportunities for growth. Many of the leadership level people (band 5) in the field started out as work-study caferteria workers in college and jocks. If you did not hang out with that crowd in college, you probably will not want to do so now. Dealing with college administrators can be very difficult for two reasons. First - they lack a fundamental understanding of how business works, therefore they struggle with understanding rationale business decisions. Second - colleges use the dining programs as a major source of revenue to fund school budgets. This puts enoumous pressure on the dining managers to balance quality and affordability.

Advice to Senior Management

Stop saddling the field with enormous growth targets every year - this causes an unreasonable and unfair level of stress for all involved. Compensate the leadership level more fairly - Band 5s are paid 20% below market. Make it a requirement that no one in the HQ Tower can achieve Band 5 until they have proven themselves for at least 2 years in a field role. This will cut down on some of the well intended, but ignorant decision making in HQ.

Pros

You can really move around if you want - there are multiple lines of business (uniforms, education, higher education, business services, sports and entertainment, facilities services and more) in many areas and even countries. You could even work at the Olympics. If you are not sure what your passion is there is a great chance to try out many things.

Cons

There is never enough staff or money to do anything well, so your always close to budget and working long hours and working hard. There is a poor work life balance if you don't draw a firm line.

Advice to Senior Management

Stop going public / private and just stay private! Also, let each line of business manage its own money so it can re-invest its profits and grow - instead of handing the money to the lines of business doing poorly hurting the good LOBs and not forcing the mis-managed LOBs to do better or fail (we're large enough we can trim some stuff if it's always a money sink hole).

Pros

ARAMARK's multiple lines of business allow ambitious employees to move internally, often laterally, into a variety of environments.

Cons

People are often promoted into management because they have a long tenure with the organization. Educated, insightful leaders are rare.

Advice to Senior Management

Please hold your management staff accountable. Too many fly just under the radar and do not contribute positively to their group. Make your staff, including those below the VP level, meet the standards of their counterparts outside the company. And then pay them accordingly!