- Gray Line New York21.Aug 2018
Suggestions for improvement
- To provide better, more humane service, and to keep enployees happier (which is just good business sense), the company could raise prices a bit and make the experience a bit more stable and planned out, and a lot more pleasant. Sure, prices would be higher, but there were would be fewer customers competing for service daily, and the service itself would have a guaranteed degree of quality. The management would have been smart to focus on the changing market and new innovations, rather than making no progress except more corners cut and fewer staff members for their increased profit margin. When I left, employees were still using pens and paper time sheets to keep track of their hours. What would have worked much better, starting years ago, is to use mobile technology—either an extant app or something propreitary—for enployees to keep track of their schedules and to communicate to management and with each other.
What I like about the company
Thanks to their egalitarian hiring practices, the company provided me with an opportunity to put my foot in the door of supporting myself in my adult life right out of college. I worked independently without much micromanagement, and I had a degree of creative flexibility throughout the time I was there. I met a lot of interesting, knowledgeable coworkers, many of whom had some unique wisdom to share. However, due to the nature of the job, I never had to endlessly interact with the same people day in and day out. I had the opportunity, time and again, to come out of my shell and find a confident, outgoing persona—that was all a welcome part of the job. There was always some much needed downtime to look forward to in the off season, and after a long day of working there often was some sense of accomplishment. The location was convenient, and at least initially being in Midtown Manhattan was exciting to me, as well. Getting to fill the role as an authority in a place as storied and iconic as New York City remained exciting throughout my tenure at the company.
What I dislike about the company
From the time I was there, and likely long before that, the company carved out a thick profit margin by aggressively selling unlimited tickets to customers without the service to back up demand, which was extremely high much of the year. The people on the front line of the inevitable chaos were the lower-level employees such as myself. Dealing with hordes of justifiably angry tourists was not what I thought I was signing up for, and wasn’t really part of the job description, either. Part of the company’s subpar performance was due to understaffing, a problem which was present yet manageable when I first started but which was completely out of control by the time I left. I believe it would be entirely possible to run a massively successful, profitable business in the arena without having to make the lives of so many hard-working employees and high-paying customers so miserable on a daily basis. In addition to understaffing and pressuring employees to stay past their scheduled full day of work, management would often provide old, ill-maintained equipment which was a proven danger to everyone involved. By proven, I mean I know people who were injured.
- CompanyGray Line New York
- CityNew York
- Are you a Current or Former Employee?n/a