Millennials at Jet Partners
Millennials at Jet Partners grade their overall culture a D+; also rating it 62/100, 12 points lower than Jet Partners' overall culture as rated by all 13 employees on Comparably. Millennials are considered more demanding and to have higher expectations than their more experienced colleagues. Three areas millennials working at Jet Partners think their company is performing well in are: CEO Rating (A+), Leadership (C), and Work Culture, (C-).
Work Life Balance & Community Outreach at Jet Partners
Millennials working at Jet Partners and everywhere else are striving for a balanced life. At Jet Partners, the majority of employees are satisfied with their work life balance. The average Jet Partners employee receives 10-15 paid days off per year, and socializes with their peers once a week outside of work. See what employees at Jet Partners think about their work life balance.
Mentorship and Professional Growth for Millennials at Jet Partners
Within New York, 34% of millennials shared they have a mentor. See what employees think about mentorship and professional growth at Jet Partners.
Sentiment Toward Perks & Benefits at Jet Partners
Employees at Jet Partners have ranked their perks and benefits in the Top 5% of companies within New York and in the Top 5% of similarly-sized companies on Comparably. When asked to estimate how much employees think Jet Partners spends on their benefits, the most common answer selected is $1500 - $2500/mo. Learn about perks & benefits at Jet Partners.
Retaining Millennials at Jet Partners
It’s difficult to retain a millennial, and all three aforementioned sections listed bear importance. To recap, Jet Partners employees rate their work life balance a D. They do not think highly of Jet Partners' professional growth opportunities. Employees have graded Jet Partners' perks and benefits an A+. These ratings and reviews lead us to conclude that Jet Partners is a suitable company for the millennial workforce. Learn more about Jet Partners' efforts to retain employees.
