> Raising Cane’s incentivizes Pizano to maintain those sales, offering a monthly bonus of $5,000 to $7,500 for meeting certain financial targets.
10+ hour days every day, and it's possible that 40%-50% of her income comes from performance based bonuses, which means never stopping. Sounds like a drag to me. It's good for her if she enjoys the pace, though.
One of the key warning signs for burnout is a disconnect between effort and reward. If an employee feels that their reward matches their effort, relative to peers, then burnout might not be a thing.
Single moms seemingly have energy to cheap to meter. I'm sure they don't feel great on the inside, but on the outside they don't respect the laws of physics.
They are also operating a location that, according to the article, sometimes sees 100+ cars lined up at the drivethrough. That isn't normal and should not last long. If this was a Starbucks or MacDonalds I would expect another location to be opened across the street in order to meet demand, slashing sales at the first location. The second location would probably be owned by the same franchise but likely not under the same floor manager.
Its a canes, its pretty hyped up and they aren’t a business to open one on each corner. Its not as hyped as chic fil a or in an out that can get a drive thru line spilling out on the street on the moon, but its close.
Which means she's managed to miss just $1,000 of possible bonus; her own bonus range is at least as tight as $6,500-$7,500pcm (i.e. only that wide if it were a single 'bad' month).
I am not sure that the manager in question has ever made $174K. Headlines are often very misleading (this one even says "up to $174,000"), and the only mention of $174K in the article body is:
I have extensive knowledge in the restaurant arena, stemming from over 25 years of managing, owning, operating, and building restaurants.
This article is an absolute fluff piece aiming to tip a nodded hat at the industry as a whole - for maintaining the industry at its status quo.
Unfortunately, the restaurant industry has changed dramatically since 2020 (pandemic initiated). Cost, immutable variables between staff and guests, and likely most fundamentally - an industry unfit for a single entity to operate on his/her/there own.
Socio-economically the industry has suffered far more than other industries and continues to. Add in the decade long push in comfortability (delivery) and the break in social activities due to the pandemic, and the third space is no longer a safe, meal-sharing, getaway.
Dine-in, sit-down restaurants are going to continue to struggle until they regain their 'third space' appeal. In the meantime you can continue to purchase low-quality food, put up with terrible service, and pay extravagant pricing for delivery.
As for wages - the only reason this person has a comparable wage to an entry-level technical programmer is because Cane's is as large and funded as it is - combined with the current 'big boys' competition in the industry. Culver's, In'N'Out, Raising Cane's, and several others from large groups are the only competing brands at the moment in large retail spaces.
And as is usually the case this hails from California where pay scale outweigh most of the country save for the hot spots everyone knows.
This is targeted at the industry as a whole - it's not a reflection of the industry at all at it's current status.
More companies need to learn to treat their employees like an asset instead of a liability. Executives are far less valuable than the boots on the ground actually running the businesses. Take care of those people and they will take care of you.
> More companies need to learn to treat their employees like an asset instead of a liability. Executives are far less valuable than the boots on the ground actually running the businesses. Take care of those people and they will take care of you.
Hey hey, think about the poor executive. Toil and grind until they lay you off. That 3rd yacht isn't going to buy itself.
To be fair, the job of executive and especially CEO is extremely demanding because evaluating executive performance is nearly impossible. To say nothing of legal liability and popular opprobrium.
Any random event can sink a company, and the CEO will be blamed for not foreseeing and preparing for it. Good times can carry your company along even if their policies suck. Bad times can kill a great company with great leadership. Which means bad CEOs can sometimes go for years without the feedback they need to get better, and great CEOs will never get the recognition they deserve.
Some measures of good leadership are concrete and measurable, but lots are very abstract and only manifest over years and decades. So if a CEO does a great job at these, the profits might only show up for their successor, or even their successor.
> Raising Cane’s incentivizes Pizano to maintain those sales, offering a monthly bonus of $5,000 to $7,500 for meeting certain financial targets.
10+ hour days every day, and it's possible that 40%-50% of her income comes from performance based bonuses, which means never stopping. Sounds like a drag to me. It's good for her if she enjoys the pace, though.
Sounds like a recipe for burnout.
Lol, a lot of people work a lot harder and longer and don't make 175k, for the right person this is a dream.
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One of the key warning signs for burnout is a disconnect between effort and reward. If an employee feels that their reward matches their effort, relative to peers, then burnout might not be a thing.
Single moms seemingly have energy to cheap to meter. I'm sure they don't feel great on the inside, but on the outside they don't respect the laws of physics.
Which is why so many are shutting down after the minimum wage hike; an industry with barely any margins can't survive it.
https://news.ycombinator.com/item?id=40706748
The $174,000 is from:
The profiled manager's base pay: $85,000
Monthly bonus for hitting financial targets: $5,000 - $7,500
They are also operating a location that, according to the article, sometimes sees 100+ cars lined up at the drivethrough. That isn't normal and should not last long. If this was a Starbucks or MacDonalds I would expect another location to be opened across the street in order to meet demand, slashing sales at the first location. The second location would probably be owned by the same franchise but likely not under the same floor manager.
Its a canes, its pretty hyped up and they aren’t a business to open one on each corner. Its not as hyped as chic fil a or in an out that can get a drive thru line spilling out on the street on the moon, but its close.
Much more helpful context than the headline suggests.
Which means she's managed to miss just $1,000 of possible bonus; her own bonus range is at least as tight as $6,500-$7,500pcm (i.e. only that wide if it were a single 'bad' month).
I am not sure that the manager in question has ever made $174K. Headlines are often very misleading (this one even says "up to $174,000"), and the only mention of $174K in the article body is:
> her pay can reach $174,000 annually
1 reply →
https://www.wsj.com/business/hospitality/a-day-in-the-life-o...
Thank you!
You're welcome.
I have extensive knowledge in the restaurant arena, stemming from over 25 years of managing, owning, operating, and building restaurants.
This article is an absolute fluff piece aiming to tip a nodded hat at the industry as a whole - for maintaining the industry at its status quo.
Unfortunately, the restaurant industry has changed dramatically since 2020 (pandemic initiated). Cost, immutable variables between staff and guests, and likely most fundamentally - an industry unfit for a single entity to operate on his/her/there own.
Socio-economically the industry has suffered far more than other industries and continues to. Add in the decade long push in comfortability (delivery) and the break in social activities due to the pandemic, and the third space is no longer a safe, meal-sharing, getaway.
Dine-in, sit-down restaurants are going to continue to struggle until they regain their 'third space' appeal. In the meantime you can continue to purchase low-quality food, put up with terrible service, and pay extravagant pricing for delivery.
As for wages - the only reason this person has a comparable wage to an entry-level technical programmer is because Cane's is as large and funded as it is - combined with the current 'big boys' competition in the industry. Culver's, In'N'Out, Raising Cane's, and several others from large groups are the only competing brands at the moment in large retail spaces.
And as is usually the case this hails from California where pay scale outweigh most of the country save for the hot spots everyone knows.
This is targeted at the industry as a whole - it's not a reflection of the industry at all at it's current status.
I would visit sit-down restaurants a lot more often if they addressed the noise. Glass, concrete and crowds = painful clamor
[dead]
More companies need to learn to treat their employees like an asset instead of a liability. Executives are far less valuable than the boots on the ground actually running the businesses. Take care of those people and they will take care of you.
We can thank Jack Welch and the MBAs who aim to be like him. Loyalty is a two-way street.
We can also thank Lewis F. Powell, Milton Friedman, Paul Weyrich, and others of their ilk.
9 replies →
A MBA program is the equivalent of installing wormable malware into the human mind.
https://youtu.be/vEWGrc0eHLw
2 replies →
> More companies need to learn to treat their employees like an asset instead of a liability. Executives are far less valuable than the boots on the ground actually running the businesses. Take care of those people and they will take care of you.
Hey hey, think about the poor executive. Toil and grind until they lay you off. That 3rd yacht isn't going to buy itself.
To be fair, the job of executive and especially CEO is extremely demanding because evaluating executive performance is nearly impossible. To say nothing of legal liability and popular opprobrium.
Any random event can sink a company, and the CEO will be blamed for not foreseeing and preparing for it. Good times can carry your company along even if their policies suck. Bad times can kill a great company with great leadership. Which means bad CEOs can sometimes go for years without the feedback they need to get better, and great CEOs will never get the recognition they deserve.
Some measures of good leadership are concrete and measurable, but lots are very abstract and only manifest over years and decades. So if a CEO does a great job at these, the profits might only show up for their successor, or even their successor.
I'd only do that job for a ton of money.
https://archive.is/3kFMW