Employee Retention Strategies In Jetblue Airline

Table of Contents

Summary

Introduction and Foundation

This paper is an introduction to and a basis for understanding the topic.

The Three R’s in Employee Retention

Jet Blue’s Employee Retention Strategies

In conclusion,

Summary

This paper investigates the elements that affect employee retention in JetBlue America. Although not all connections are critical, the results show that client retention is positively related to other variables.

Keywords: Retention strategies for the airline industry, Jet Blue Employee retention, Customer loyalty and Employee satisfaction

Background and IntroductionJetBlue Aviation Corporation (JBLU), a low-cost American airline, is described. The headquarters of the airline are located in Forest Hills, New York City’s precinct. JetBlue Airways has 102 destinations, including Puerto Rico, in several states and 11 countries in the Caribbean. JetBlue is an independent airway. Employers face a major challenge in retaining and securing Jet Blue’s employees. Each association strives to provide the best possible resources for its employees in this era of fierce rivalry. Jet blue has to fulfill the needs of its human resources. This is the hardest task they face today. Empirical Research opportunities are available to highly qualified and talented employees. This makes it extremely difficult for employers and employees to keep them happy and satisfied. There are many strategies, procedures and retention plans that can be used to satisfy all employees in an organization.

Allegiance, Inc., a supplier of VOCI innovation and administrations, stated that JetBlue Airways joined forces to quickly disclose bits of knowledge from clients. JetBlue will make use of the Allegiance Connect stages, which is a Customer Intelligence-in-the Cloud arrangement that transforms ongoing client input and crewmember input to very valuable business insights.

JetBlue is known for being a leader in client interactions, receiving numerous honorable Awards for Consumer Loyalty and being the primary airline that provides a Customer Bill of Rights. The organization’s Voice of the Customer(VOC) program incorporates client criticism via all channels. This gives vital bearing both to the tasks and the business group in view of the client. JetBlue observes the impact of criticisms by crewmembers on customer loyalty. JetBlue evaluated all possible arrangements and decided to go with Allegiance. This is because it can address these views in a singular, incorporated stage.

Bonny Simi from JetBlue Airways, Executive of Customer Experience and Analysis said that, “we ensure that the Voice of the Customer can be heard through an integrated approach across all levels and offices. We needed an innovation buddy that could take us to the next step, help us coordinate operationally, VOC or crewmember input information in ways that give our groups substantial bits of know-how, which allows us to go beyond just scores on a dashboard.

The first stage of the crewmember-client driven agency is to interface both the Net Promoter scores of clients and crewmembers. Julia Gomez of JetBlue’s People Analytics and Engagement stated, “We have a lot of energy to include our client and staffmember information in a single place. The business leaders will be able to gather all the information they need to view the whole picture and then communicate it in a unified manner. They can make the right decisions for their future success.

Adam Edmunds is the president and CEO at Allegiance. He stated that he was excited to work with JetBlue because it allows him to use client, representative, and operational information in order to make better business decisions. This data can be used by businesses to develop income and employee retention. Jet Blue equipped its workers with this attitude. They are confident in their ability to make a difference and feel honored to be selected. This creates a mentality that is rational. This “mentality” is the key to superiority. JetBlue membership offers a multitude of benefits. Upon signing, clients receive complete information about the benefits and an evaluation. Benefits include safety, medical protection, travel tickets, and life insurance. It is a great way to keep your employees on Jet blue.

Jetblue must implement the Three R’s of Employee Retention to retain and improve employee satisfaction. The establishment of workers is what the pyramid represents. The company may not consider workers and reward them with little or no impact. Recognition is defined as “unique notice of consideration” or “the demonstration that one observes clearly.”

Jet Blue Employee Retention Strategies The insignificantly costly aviation route secured its seat strap and anchored its plate, then took off to number 3. JetBlue: What’s the secret to generating such important outcomes? Indeed’s laborers have been praising the association for its focus on community and diversity as well as the family feel it fosters among its employees. It was perhaps the best case scenario: JetBlue’s lifestyle is unlike any other. They truly respect and value their employees and customers.”

JetBlue places culture above providing amazing food and amusements rooms for its employees. In an article published in Indeed, Rachel McCarthy, JetBlue’s Senior VP of Talent and Learning stated that JetBlue was founded on the principle of “taking humankind back to aviation travel”. The founders of JetBlue placed safety, love, trust, joy, and fun at the center of their organization. These values shape our identity. These five attributes are often recognized in interesting ways. JetBlue has everyone, from sweepers to CEOs, as “crewmembers”, while chiefs, directors, and officials are “teampioneers”. Crew pioneers keep in close contact, thanks to a theory known as “leadership.”

Employers and leaders at Jet blue encourage their employees and clients. They travel with luggage and work from the plane. They don’t care at what rank they are, as long as they work together and contribute to the common good. This reduces retention by having everyone clean the plane.

JetBlue’s culture emphasizes the importance of a strong sense community. JetBlue values giving back as a way to build trust. Representatives not only participate in group volunteer activities (e.g., planting trees in Long Island City), but they also get to enjoy the organization’s festivals and involve colleagues who have spent 150+ years in administration. JetBlue even has its own service: the JetBlue Crewmember Crisis Fund. It is dedicated to providing financial assistance to workers who are in dire need. Jetblue’s team is extremely steady. Jet blue’s team is extremely supportive. When faced with difficult situations, each employer helps the team to get back on its feet.

JetBlue, a pioneering airline based in New York City that serves a wide range of clients, understands the importance to see this diversity reflected within its crew members. Blue Conexion and Vets in Blue are just a few of the crewmember resource gatherings that JetBlue has in place to promote a diverse culture. JetBlue’s group asks “How can we support more diverse and varied people?”. For instance, their “Ladies in Flight” event is where female pilots, in-flight team specialists, ground operations group spend time with young crewmembers discussing avionics as well as possible professions in it.

ConclusionJet Blue provides transparent values to its workers. It allows them to have more perspectives and is useful in keeping them. These perspectives have an impact on the mentality and outlooks of a representative, which can increase loyalty and decrease turnover. Strategies to retain employees include how workers are led, the way they serve the community, the corporate social duty programs that members can participate in, and the instructive projects that staff can undertake.