T.G.I. Friday's

  www.fridays.com
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T.G.I. Friday's Jobs & Careers


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30+ days ago

Line Cook

T.G.I. Friday's Phoenix, AZ +36 locations

Thank you for your interest in working at T.G.I. FRIDAY'S! We will carefully review your application and will contact… Snagajob


28 days ago

Host

T.G.I. Friday's Woodland Hills, CA +8 locations

Opportunity isn’t knocking. It’s banging on the door… FRIDAY’S style. Got that spark? That infectious energy? That smile? Come on in and Make Life a… Snagajob


30+ days ago

Host/Hostess

T.G.I. Friday's Stow, OH +5 locations

T.G.I. Fridays is a fast paced and energetic environment, and we are looking for caring, spirited, enthusiastic service oriented people wanting a… Snagajob


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T.G.I. Friday's Reviews

343 Reviews
2.9
343 Reviews
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T.G.I. Friday's President & CEO Nick Shepherd
Nick Shepherd
112 Ratings
  1. 1 person found this helpful  

    Sometimes hostile environment, FOH ran by servers, not management

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Server in Newington, CT (US)
    Current Employee - Server in Newington, CT (US)

    I have been working at T.G.I. Friday's part-time (less than an year)

    Pros

    The management is down to earth and easy to talk to, they also handle customer concerns very well, and will never leave you hanging with an irate customer.

    Cons

    The management doesn't run the front of the house, the servers and bartenders do, and with that separation comes a sometimes hostile work environment. The veteran servers run the show and get off from barking out side work commands throughout the shift, which is actually the most passive aggressive and ineffective approach to getting running side work done. Newer servers that get cut first, get the most side work, the select closing servers give themselves minimal to no side work, and instead of putting in an effort to help out with the work that needs to be done throughout a shift, they shout out their commands. Instead of the management implementing a more effective running side work model, this approach is the accepted way to run things.

    During the interviews, the management suggests they cut based on performance, not seniority. With the absence of the management in the front of the house to observe newer servers performing well, the same servers always stay the latest, in the best sections of the restaurant, which leaves little money to be made for the newer crew. Upper management in the company are always riding restaurant management to get hours down, so most of the time, even on a busy Saturday, a shift doesn't last longer than three hours on the floor.

    During the interview and training process, the management and training servers imply that you will be applauded for your hard work, staying on top of running side work, rolling silverware throughout your shift, and will be rewarded for doing so. There is no acknowledgement for working hard, and clearly no benefits either, the same servers will continue to run the show and stay in the money making sections of the restaurant.

    I will note that so much work is left to the servers and it's tough for the restaurant management to involve themselves with the front of the house more because the company doesn't want to spend the money on an expediter, and bussers and runners. Besides the weekends, servers and management fill the shoes of an expediter, and servers also run and bus their tables, and always run other table's plates as well. If the management could focus on being management, and not expediters, things might run more fairly for the front of the house staff. If the servers had a food runner, they could manage more of the running side work.

    Advice to ManagementAdvice

    To restaurant management - consider involving yourself more in the FOH. Observe servers performance, and implement a more effective side work model, that is fair to everyone working.

    To company management - consider hiring the positions necessary to run a smooth and successful restaurant.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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