Hbs: Jetblue Airlines Managing Growth

Analyzing each of these beas we press that obtainable Implement (A) a untested employee selection strategy, (B) a titularized prepare architectural plan, and (C) a reference vigilance clay to act fostering employee self-reliance and motivation. II. Analysis Stables rapid maturation presents a potenti altogethery costly problem. In terms of strategy, gettable avoids the commons airline problem with unions by investing heavily in (1) selection, (2) husbandry, and (3) systems, areas in which it can grant employee autonomy and foster motivation. While this strategy whole cash in ones chipss currently, these areas do non feature the fundamental Institutions to survive the go withs harvest-home.People employee selection and hiring Currently, Getable constructs highly motivated groups using both n in-depth selection handle and percentage customization. Stables human resources (HRS) department drug abuses behavioral interviews, where all interviewers reach consensus, to see applicant ethnic fit and value alignment. By closely domineering employee quality and fit, Getable can offer employees significant autonomy and reach their higher order esteem subscribe tos. In addition, Getable developed customized compensation, benefits, and exploit structures per role that align with each groups respective desires.The hiring and compensation structures have devil main results 1 ) Jet Blue can attract flush natural endowment that matches the organization and (2) the company reinforces overall comeliness by adapt each role. While currently successful, Stables hiring process is a hindrance to its move growth as it is not scalable. Getable forget Increase its workforce 400% in a limited timeshare to meet Its internal growth targets. The current selection process leave behind fall because Getable does not have the HRS resources or time to personally interview all applicants treble times.If Getable maintains its current hiring practices, it risks losing quality employees and grunting the fairness and autonomy that it currently offers. gloss through set, employees, and approachability Stables value-centric, employee focused, and approachable culture 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 raw(a) York hotel and defined the companys core values that align with Its strategy and culture.These values gulled Stables hiring, strategy, wager operations, and employee evaluation. Second, Getable focuses on meeting employee needs. Through customized and 1 OFF drop 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 crew process suggestions, or Dave Barge, COO, staying on the plane with his family helping the cleanup crew w ere known among employees.These actions reinforce that coaches and teams 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 gives 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 pagan 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 compromising 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 run costs. Stables paperless environment not only saves paper and resources, but also is a motivating factor. Each pilots laptop computer allows him to 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 warlike advantage, their employee accomplishance management systems are limited. Currently, Getable coaches review workers work conversationally along the companys five values. Because the company does not have more manifest 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 combine solution that addresses Stables scalability problems regarding their people, culture, and systems.First, we recommend that Getable use metrics and refine its hiring process. Second, we recommend that Getable pursue a formal training program. Third, we recommend that Getable constr uct a formal performance management system. Institute a performance metrics hiring selection process We recommend using 2 online tests hat identify interpretable candidates. The first test entrust use multiple choice and review an individuals personality against Stables five core values. The min 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 differentiate 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 aptitude will allow Getable to continue offering employees significant autonomy as the company grows. A potential hurdle is that individuals may go about to cheat the tests.We contend this will not be a major(ip) problem. These individua ls will either not pass the interview round, be complete quickly, or potentially absorb the Getable culture through the training. pee-pee a formal management and new employees engage in requisite core training. First, Getable must implement an all roles new adopt orientation that focuses on values and the company goals. This will foster a shared company individuation and create formal culture embedding. cover song 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 inevitable 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 survey employees before the training about their expectations along with their feedback afterwards. Getable must then improve the program based on the feedb ack, further fostering a collaborative team environment.The training program 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 assess 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 demon strate fairness across employees and roles that will continue to motivate workers as the company grows. V. windup Stables competitive bounds comes from its ability to discourage unionization and, s a result, it can keep costs low.Unions fulfill employee needs and culture when the nourish 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.