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  • Au Bon Pain Case Study Program Rollout

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    Au Bon Pain was facing issues like crew shortage, lack of qualified managers, and high turnover. To address this, they implemented a Partner/Manager program where compensation was based on base salary plus a share of incremental profits. The program showed reduced turnover and better quality control in a pilot. However, the problem statement questions if the pilot provided enough conclusive data and if the program could address career growth and motivation issues. The recommendations are to do a selective roll out, evaluate results, and chart a career path for best managers to reduce burnout risk while gaining benefits of incremental profit and reduced attrition. Selection criteria for managers and stores are also defined.

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    Au Bon Pain was facing issues like crew shortage, lack of qualified managers, and high turnover. To address this, they implemented a Partner/Manager program where compensation was based on base salary plus a share of incremental profits. The program showed reduced turnover and better quality control in a pilot. However, the problem statement questions if the pilot provided enough conclusive data and if the program could address career growth and motivation issues. The recommendations are to do a selective roll out, evaluate results, and chart a career path for best managers to reduce burnout risk while gaining benefits of incremental profit and reduced attrition. Selection criteria for managers and stores are also defined.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    177 views6 pages

    Au Bon Pain Case Study Program Rollout

    Uploaded by

    anushree
    Au Bon Pain was facing issues like crew shortage, lack of qualified managers, and high turnover. To address this, they implemented a Partner/Manager program where compensation was based on base salary plus a share of incremental profits. The program showed reduced turnover and better quality control in a pilot. However, the problem statement questions if the pilot provided enough conclusive data and if the program could address career growth and motivation issues. The recommendations are to do a selective roll out, evaluate results, and chart a career path for best managers to reduce burnout risk while gaining benefits of incremental profit and reduced attrition. Selection criteria for managers and stores are also defined.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 6

    Au Bon Pain

    Case Study
    Anushree Nalgundwar (H16009)
    Arghya Banerjee (H16010)
    Arushi Paliwal (H16011)

    Srishti Ranjan (H16051)


    Situation Analysis
    Au Bon Pain is a French bakery/ sandwich caf with a centralized production unit

    ABP encountered the cycle of failure


    Partner/ Manager program
    Continuing crew labor shortage
    Shortage of associate managers
    Output oriented
    Inability to attract and retain high
    Increased stability by reducing
    quality management candidates
    turnover
    Inadequately trained management
    Quality control through mystery
    staff
    shoppers, and white glove
    District managers focused only on
    inspections
    following up day to day activities

    Compensation system pre partner/manager program base pay + volume adjustment


    Post Partner/ Manager program compensation dependent on base salary + share of incremental profits
    Problem Statement

    Is the program sufficient to address the objectives of incremental profit and reduced turnover
    Is the data from the pilot conclusive enough ?
    Chosen people are career oriented
    Summer (no labour shortage)
    Equipment within levels of operational efficiency
    Personality match with district managers

    If rolled out, will it address issues like career management, motivation of shift supervisors ?
    Options & Decision Criteria
    Potential for Attraction of Right Scope for Risk of failure
    incremental profit talent Managerial
    intervention
    Roll out (Partial/ High High Low High
    complete)

    Scrap the program Low Low High Low


    Recommendations & Action Plan
    Selective roll out | Evaluate results and decide future course of action
    Defining selection criteria for managers and stores leading to nominations
    Gestation period- lower the stakes, provide support
    Post roll out evaluation
    Observe data for attrition, profit, customer satisfaction

    Charting a career path for best performing managers


    Burn out rate: personal choice

    *No tangible benefits envisaged by reducing turnover as its an industry wide issue
    SELECTION CRITERIA

    Selection criteria for Managers Selection criteria for Stores


    Past records of performance
    Assessing managerial traits and Axis of evaluating Store performance
    competencies as identified by Operational Efficiency
    senior management and correlates Relative Market share
    with superior performance in
    these roles

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