Delta Air Lines Employee Reviews about "travel benefits"

Cons

Low pay is the worst especially for someone with over 10 years experience in customer service field.

Cons

Pay and the only option for incoming terminal employees is part time hourly with no benefits. You have to wait for a full time employee to transfer, quit or retire in order to get a full time position as they hardly add new ones. In Detroit the waiting list for ready reserves (Delta’s version of part time) that want to become full time is 2 1/2 years long. Management doesn’t care for success of individuals and creates a culture of fear in its employees. Employees are afraid to speak out against injustice because they fear being targeted, singled out and terminated. This is the norm for other employees who has spoken out. Employees are bullied by middle management while upper management turns a blind eye and they don’t have adequate hr to protect and support them. In Detroit for the entire terminal there’s only one hr primary contact person. That’s hundreds of employees and only one person to represent them. Unacceptable for a Fortune 500 company that has over 80k employees. They bully their hourly employees who want union protection to fight on their behalf for better wages, work environment and benefits. The ability to transfer to another department ( ex: terminal or customer service to general Office or corporate) is non existent regardless of your education and background. I have a MBA and tried for 2 years before I left to get a better suited position but was stuck working part time. This is a common sentiment at Delta and I’ve seen them lose great employees because of this. We’re leaving (not fired) because we’re not being appreciated and treated like valued employees.

Cons

Management only cares about merging with Northwest airlines-How is that going to benefit our company as a whole? All you hear about on the news is how airlines will be cutting service because of fuel increases. So how does a merger make sense?

Cons

Long hours night shift need extra break times

Cons

Local management can be touch and go depending on the station

Cons

The air support department is lacking as far as training goes. It’s about a week and not enough time to really learn the ins and outs of ticketing. It’s also EXTREMELY cliquey, the seniors who’ve been working there for 10+ years are very mean and snarky to new hires. Even the trainer has a bad attitude whenever new people ask questions but then get upset when she has to fix your mistakes. The pay is ok but not enough in my opinion. Learn to have thick skin if you plan on working in this department because the senior employees have been known to make new hires cry/quit. Have talked with management about this issue and the response was their “trying” to work on it. In actuality the seniors have a wealth of knowledge in the airlines industry they are hard to replace so they pretty much just do whatever they want and treat others like garbage.

Cons

Extremely political, overly corporate and difficult to get promoted. Meetings about having meetings, writing one deck after another. There is not a clear career path which frustrates most employees. Compensation is not on par with other industries which is supposedly countered with the travel benefits.

Cons

Passive aggressive management. Too many managers, unsure what their roles are Very low earnings Flight benefits are great if you actually have time to travel and there’s no pandemic. Flight benefits are also great if your seniority is high. Less than 10 yrs w Delta you’re most likely waiting around for hours.

Cons

Delta’s senior leaders do not care about the CSA program. It is NOT a leadership development program. They treat you as cheap labor to fill roles that other people at the company do not want (usually domestic pricing in revenue management). They call it a “rotational program,” but it is two jobs over three years, neither of which you get to choose. Others at Delta can switch jobs after just one year, but you are stuck for 18 months. The roles you get rarely involve strategic thinking, so most CSAs leave the company during their second rotation or shortly after. The mid-management leaders of the CSA program do not listen if you raise concerns, and the executive sponsor has a bad reputation within the company for being rude and callous. The pay offer and raises are under market and non-negotiable, but other recent college graduate analysts outside of the CSA program get paid more, get promoted faster, and get larger raises.