I worked at Steak n Shake full-time (More than 3 years)
Free meals, normally friendly co workers excluding during a rush lol.
Everything, management, high turn over, they'll promote then let you work it for months & "lose paper work" so you don't get a raise. Loses checks as well if they update the system they don't note how many hours ppl got.
Advice to Management
Learn how to communicate.
I have been working at Steak n Shake full-time
Fast-pace, fun work environment.
Great pay for management.
Opportunities to move up in the company if you work hard enough.
Corporate is clueless and rude to management and staff.
Management and associate turnover is extremely high due to stress.
Corporate is failing on their part of hiring.
All stores are "bad" due to unrealistic goals set by corporate.
Most workers are high school kids.
No holiday pay.
Open overnight YEAR ROUND on all major holidays including Christmas
Very long hours for management. A lot of hours are worked for free if on salary.
Little vacation time due to lack of management.
Poorly designed training system.
Advice to Management
Wake up and realize that your employees are not robots and cannot achieve your ridiculous goals are impossible to meet when you give crap for labor, have an awful training system, offer very little pay to hourly associates, and fail at your job of hiring in and training new managers. We all know poop rolls down hill, but how is treating your management staff like crap because they fail at impossible to reach goals going to help? it doesnt. since ive started a lot of great people quit because this company is only getting worse on the corporate level. it has such great potential, is the sad part. the problem is nothing is taught anymore, because everyone is so stressed out from getting yelled at that the entire company is losing focus on its mission and vision. oh, and the CEO, Sardar Biglari? Like i said, no holiday pay, open on xmas and every other holiday. He is just making money and could give a crap less about anyone employed there.
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