Hbs: Jetblue Airlines Managing Growth

Analyzing each of these areas we recommend that gettable Implement (A) a new employee pickax strategy, (B) a baronialized educate program, and (C) a reference instruction system to continue fostering employee shore leave and motivation. II. Analysis Stables rapid appendage presents a potentially costly problem. In terms of strategy, procurable avoids the common airline problem with unions by investing heavily in (1) excerption, (2) enculturation, and (3) systems, areas in which it can grant employee autonomy and foster motivation. While this strategy works currently, these areas do not have the fundamental Institutions to survive the companys growth.People employee selection and hiring Currently, available constructs highly motivated teams using twain n in-depth selection process and role customization. Stables human resources (HRS) department uses behavioral interviews, where all interviewers reach consensus, to determine applicant cultural fit and value alignment. By cl osely controlling employee smell and fit, Getable can offer employees substantive autonomy and fulfill their higher order esteem needs. In addition, Getable essential customized compensation, benefits, and work structures per role that align with each groups respective desires.The hiring and compensation structures have two main results 1 ) Jet Blue can attract prime talent that matches the organization and (2) the company reinforces overall fairness by tailoring each role. While currently fortunate, Stables hiring process is a hindrance to its continued growth as it is not scalable. Getable lead Increase its workforce 400% in a limited timeshare to meet Its internal growth targets. The current selection process will fall because Getable does not have the HRS resources or time to personally interview all applicants multiple times.If Getable maintains its current hiring practices, it risks losing quality employees and grunting the fairness and autonomy that it currently offers. Culture through values, employees, and approachability Stables value-centric, employee focused, and approachable acculturation motivates employees, attracts talent, differentiates the firm, and enforces the companys values. First, the company establishes culture by focusing on values. Stables top management locked themselves in a New York hotel and defined the companys core values that align with Its strategy and culture.These values gulled Stables hiring, strategy, dally operations, and employee evaluation. Second, Getable focuses on meeting employee needs. Through customized and 1 OFF clear signals that employees are a priority and treated fairly. Third, the management is approachable to all employees. Stories of David Melanin, CEO, working as flight attendant and responding directly to faction member suggestions, or Dave Barge, COO, staying on the plane with his family service of process the cleanup crew were famous among employees.These actions reinforce that coaches and team s work in a fair find a team solution environment instead of pointing fingers culture visible in other airlines. The combination of clear values, employee focus, and management approachability cedes Getable a culture that motivates employees through visible fairness and clear expectations. While Stables culture has succeeded, it lacks more formal embedding mechanisms to survive substantial growth and prevent cultural dilution. Stables current culture practices require a method by which to formally spread and reinforce the norms to all new and existing employees as the company expands.If Getable fails to sustain its culture, it risks compromise employee motivation and, as a result, its mechanisms that prevent unionization. Performance systems To deliver low-fare airline tickets to customers, Getable uses genealogy to cut operating be. Stables write upless environment not exactly saves paper and resources, but also is a motivating factor. Each pilots laptop computer allows him t o eliminate monotonous work required for pre-flight checks and further focus on his Job, helping satisfy his need for interesting work.While technological systems help Getable develop a competitive advantage, their employee carrying into action management systems are limited. Currently, Getable coaches go over workers performance informally along the companys five values. Because the company does not have more explicit expectations, the procedures risk Ewing perceived as unfair. As the company grows it moldiness explicitly correlate performance to expectations to continue motivating employees. Ill. Recommendations We recommend a multi-faceted and integrated solution that addresses Stables scalability problems regarding their people, culture, and systems.First, we recommend that Getable use prosody and refine its hiring process. Second, we recommend that Getable pursue a formal training program. Third, we recommend that Getable construct a formal performance management system. Inst itute a performance metrics hiring selection process We recommend using two online tests hat identify interpretable candidates. The first test will use multiple choice and review an individuals personality against Stables five core values. The second test is role-specific and measures each individuals work skills.Getable will then interview candidates that perform well on both tests only once. Getable can compare test results with career success and identify desirable characteristics from testing. This process will simultaneously (a) speed hiring practices, (b) significantly reduce costs associated with a talent search, and (c) improve employee fit while meeting workforce deeds. This improved efficiency will allow Getable to continue offering employees significant autonomy as the company grows. A potential hurdle is that individuals may attempt to cheat the tests.We contend this will not be a study problem. These individuals will either not pass the interview round, be terminated q uickly, or potentially absorb the Getable culture through the training. Construct a formal management and new employees engage in mandatory core training. First, Getable essential implement an all roles new hire orientation that focuses on values and the company goals. This will foster a shared company identity and create formal culture embedding. Top management involvement will reinforce that values and culture are universal from CEO to cleanup crew.Second, Getable must offer role specific training where employees are introduced to their coaches. This training will, along with teaching necessary Job skills, outline each roles expectations, how it fits at Getable, and how each coach will help their employees develop. To ensure ongoing success, Getable should hatful employees before the training about their expectations along with their feedback afterwards. Getable must then improve the program based on the feedback, further fostering a cooperative team environment.The training p rogram ensures that Getable will reinforce company identity and embed its culture as the workforce grows. Implement a formal performance management system We recommend that Getable adopt a formal performance management system to properly motivate employees. First, this system must formally outline each roles expectations. This mandates that each role have both specific and accessible expectation by which coaches and peers can evaluate each other. Second, Getable must provide employees tit semi-annual 360 performance feedback.This feedback will allow both coaches and the employees peers to review their performance along the company values and role expectations. Third, employees must give formal feedback to both their coaches and Getable. This feedback fosters a greater company identity and helps coaches understand how to help employees. By implementing a more explicit performance management system, Getable can demonstrate fairness across employees and roles that will continue to moti vate workers as the company grows. V. Conclusion Stables competitive edge comes from its ability to discourage unionization and, s a result, it can keep costs low.Unions fulfill employee needs and culture when the parent company fails to do so. Currently, Getable uses a combination of successful selection, cultural practices, and systems to motivate employees and meet their needs however, these will not survive Stables growth. To continue motivating employees through autonomy, shared identity, clear expectations, and fair practices, Getable must implement an improved hiring process, a formal training program, and a performance management system. These changes will help Getable retain its competitive edge as it expands.