Din Tai Fung reviews

- Disrespectful managers with low EQ that blame employees for their own incompetence. Extremely rude to employees (yelling, glaring, you name it. I've seen one push an employee with her hand). - Micromanaging and constantly going back and forth with rules and policies since there are 4 managers and they all have different ideas on certain policies. - Rudest customers I've ever seen in my life - Hard to get sick days, force you to work on national holidays and you don't get any holiday pay or bonuses (even though the restaurant is the busiest during those days and make the most money eg: Christmas, Thanksgiving) - Occasional "employee education" where they make their employees stay until past 12 sometimes - You have to pay for your own parking, food, ServSafe certificate - Taking 10-minute breaks are frowned upon; people often go hours without water - Difficult to get promoted or extremely biased promotion. Hardest working people don't get promoted while people that slack off, are rude to customers are promoted. (I don't understand at all) - None of the values they try so hard to claim as their culture is being reflected at this place. - Favortism. You could get fired if managers don't like you

I've been waiting to write this review for a long time. I hope my peers will feel empowered to share their experiences, too, especially for a company that surprisingly won "Great Place to Work" (they offered a DTF water bottle if you filled out the survey). Management: This is an area that needs a lot of improvement. Staff confidence in management is really low. They keep hiring new managers, which adds to the high turnover. Some managers communicate well but don't always meet staff expectations, which can be frustrating. Feedback, especially about pay and support, seems to get ignored, particularly in the bartender department. Support for servers is hit or miss, depending on the section. Supplies: Three months into opening the new Bellevue flagship store, we're still often short on supplies, which hurts our ability to provide good service. Things like carafes, spoons, and plates are frequently missing. This could be due to supply chain issues, but they had plenty of time to prepare. Bartender Issues: Before moving to the new building, bartenders made around $500-$600 a night. Now it's dropped to about $300-$400 a night, even though we have more responsibilities than servers. The smaller section sizes to better meet guest needs have also cut into our earnings. Support depends on the manager on duty, and there's no bar seating waitlist, which could help improve efficiency. New Store Design: The new store design seems more focused on profit than on making things convenient for employees. Working in the far back sections is tough, with expectations for quick table turnover and insufficient support during busy times. Scheduling: While you can request days off, there are blackout days when everyone has to work. The store tends to avoid giving overtime unless it suits them, leading to scheduling conflicts. For example, if someone covers your shift, they might get assigned a house shift instead, leaving you to find another cover. Meetings: Meetings are treated as regular shifts and are mandatory, with no option to attend remotely. They often cover topics we've already discussed during orientation, which could be streamlined to save time. Attendance Point System: The point system for attendance doesn't really encourage staff to cover for each other. This could be improved to promote better cooperation among the team. Doubling or Full Day Shifts: Morning shifts usually don't pay well, and doubles can mean long breaks and less desirable sections at night. This could be re-evaluated to make section assignments fairer. Expeditor Department: The team support is great, but management support can be inconsistent. More hands-on help from management would be beneficial. Greeter Department: Promotions from the greeter department take a long time, sometimes 6-12 months or more. VIP Tables: Holding tables for VIPs can limit earning opportunities for other staff, and the tips from VIPs vary a lot. This practice might need to be reconsidered to balance earnings more fairly. Terminating: Terminations can happen at the start or end of a shift, which is disruptive and stressful. A more respectful approach to timing would be better for employee morale. Conclusion: I hope this review helps people understand what it's like working here. While the pay can be decent if you focus only on the money, management struggles with understanding and meeting employee needs and prioritizes profits. Despite the challenges, there are opportunities to make good money and build relationships with coworkers who navigate management's policies. The one-star rating reflects issues with management, feedback, scheduling, and upholding core values. Given these problems, it's surprising that it won any awards.