Starbucks Baristas: The daily grind
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I wish we had performance incentives (self.starbucksbaristas)
submitted by [deleted]
[deleted]
colonade17 27 points 2y ago
SMs get bonuses based on improved sales. DMs have a similar bonus structure. If they think incentive baed pay works for managers then why not for baristas and supervisors?
And don't try to tell me tips are performance based pay.
And don't try to tell me tips are performance based pay.
Br0kenbean 6 points 2y ago
Amen!! Our store is making more money than any other cafe store in our area. We’re fast and efficient team and customers have recognized and tell us they prefer our store over others in the area. Forget $ incentives, corporate still won’t give us new espresso machines (the ones with decaf/blonde/signature hoppers in one) even though we preform well enough to afford them. It would literally save us money because of repair costs on the old ones and improve efficiency on the news shaken espresso drinks. But NOO
hecaete47 4 points 2y ago
We have the newer machines and our DM wants to take one away now 🙃
butterflyloach 2 points 2y ago
I feel you! Our store is the money-maker in the city by far and we have done pretty much everything we can do to improve our store... all we can really do now is wait for them to give us the new espresso machines, bc at this point thats the only thing that would improve our times! its so frustrating
esaeklsg 14 points 2y ago
Has a chance to cause even more resentment for partners that are low preforming though. Or calling out sick and leaving the store understaffed. Even if a callout makes your day worse, at least it doesn’t actually affect your pay. And less incentive to borrow out at another store. And what happens when there are other factors out of an employees control? A change in management usually dips it for a little while I think. What if the main morning barista who knows every customer’s name leaves Starbucks? It takes some time to refill a gap. Do the employees lose 50$ for that?
Not saying all in all bad, but having a team, preformance based bonus for something so complex has some difficulty to it.
I’d honestly would have wanted merit based raises back, albeit there is some difficulty with those too, and fat chance of it happening anyway.
I guess to some extent partner of the quarter is supposed to be the incentive you’re talking about. But no one really works extra hard just for that maybe extra 50$.
Not saying all in all bad, but having a team, preformance based bonus for something so complex has some difficulty to it.
I’d honestly would have wanted merit based raises back, albeit there is some difficulty with those too, and fat chance of it happening anyway.
I guess to some extent partner of the quarter is supposed to be the incentive you’re talking about. But no one really works extra hard just for that maybe extra 50$.
Br0kenbean 3 points 2y ago
On the bit about partner resentment for low performing stores: A bonus is just that. Extra. It’s not guaranteed, and it’s not a lot of money. No one would be “losing” money, they just wouldn’t get the extra bonus.
Perhaps the goals to be eligible for said bonus should be realistically achievable by the store in a quarter and could be determined by the SM and approved by the DM for each store.
Additionally, what if there was some sort of restrictions to getting the bonus? Like having to work a certain amount of total hours in a quarter and not having any write ups for attendance/etc. That knocks out people with frequent attendance issues.
Might I add, it’s a lot harder to accurately track individual merit vs group performance. From what I understand, the merit based raises were so minuscule, we’re better off with the annual equal rate raises. There was quite a bit of favoritism among managers for a measly 3% raise assuming you achieved a near impossible score of 4/4.
It would also be nice if someone called off, the partners that did show up got paid the difference or at least part of it.
Perhaps the goals to be eligible for said bonus should be realistically achievable by the store in a quarter and could be determined by the SM and approved by the DM for each store.
Additionally, what if there was some sort of restrictions to getting the bonus? Like having to work a certain amount of total hours in a quarter and not having any write ups for attendance/etc. That knocks out people with frequent attendance issues.
Might I add, it’s a lot harder to accurately track individual merit vs group performance. From what I understand, the merit based raises were so minuscule, we’re better off with the annual equal rate raises. There was quite a bit of favoritism among managers for a measly 3% raise assuming you achieved a near impossible score of 4/4.
It would also be nice if someone called off, the partners that did show up got paid the difference or at least part of it.
esaeklsg 2 points 2y ago
Whether you call it “extra money” or not, you’re expecting to get people to put in more effort than they otherwise wouuld for this incentive. When “extra” effort doesn’t have “extra” benefit, there are gonna be hurt feelings. Think if someone put the effort in to be a barista trainer and then literally never got to train someone. Not a great feeling.
Your restrictions to getting the bonus just makes it worse. Someone is suddenly not eligible? Well, now they care even less about how hard they’re working. And it doesn’t negate the other workers from feeling weighed down by them. It also places a weird dynamic on the write ups interacting with your pay directly. Overall I think it’s really easy to create a really bad group dynamic.
Yeah, I did say merit raises come with their own basket of problems. Such as it being hard for a manager to judge night crew’s preformance, and a lot of favoritism. Still think I’d prefer it, personally.
Understaffing bonus would be so nice, for real.
Your restrictions to getting the bonus just makes it worse. Someone is suddenly not eligible? Well, now they care even less about how hard they’re working. And it doesn’t negate the other workers from feeling weighed down by them. It also places a weird dynamic on the write ups interacting with your pay directly. Overall I think it’s really easy to create a really bad group dynamic.
Yeah, I did say merit raises come with their own basket of problems. Such as it being hard for a manager to judge night crew’s preformance, and a lot of favoritism. Still think I’d prefer it, personally.
Understaffing bonus would be so nice, for real.
Signifikantotter 4 points 2y ago
We used to have quarterly competitions against other stores in our district. Whichever store won got stuff like iPads, gift cards, and just once, we got a Christmas bonus when Howard Schultz came back in 2008. Shame they’re not doing that anymore. To those who say it turns workers against each other, no, it doesn’t.
P_2_P 3 points 2y ago
We had a similar conversation in my store a couple years ago. We talked about imagine we got a fraction of every drink we made. Like a percentage of each drink made. It would give us an incentive to raise our drive numbers.
[deleted] [OP] 1 points 2y ago
[deleted]
Bibi98103 1 points 2y ago
Starbucks need to raise $1 is will a shame on them because even McDonalds is paying more
Br0kenbean 2 points 2y ago
McDonald’s is only paying more at corporate locations which accounts for 5% of its stores. Chipotle is a good example of raising wages cuz no one wants to work there lol
[deleted] [OP] 1 points 2y ago
[deleted]
Glum-Secretary2508 0 points 2y ago
Since bonuses for us little barista and shifts won’t happen. How about using that P card and buying your peak people some breakfast or something once in a while. I know every partner and every day part is important. But let’s be honest. The morning crew carries the store, especially when it comes to the numbers that all the managers care about.
A little appreciation once in a while goes a long way
A little appreciation once in a while goes a long way
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