How are the career development opportunities at Krispy Kreme?

Very good doughnuts are made

No advancement opportunities even after 4 years working hard

Free donuts and coffee Easy work Staff (in my experience) were pleasant and easy to get along with Sociable daytime hours

Minimum wage Little opportunity for career progress

- i find they pay just okay - got elaun food, transport, and milage

- boring workplace - slow career growth - not rely on commission or bonus because this year only got half because of starbuck boikot and it effected berjaya holding. while not relevant

Good work mates, free doughnuts and coffee.

No career growth. I felt upper management doesn’t really care about us as they know everyone is replaceable.

Supportive work environment Opportunities to develop skills Delicious product perks Team-oriented culture Clear communication

Limited IT department resources Occasional long hours High-pressure deadlines at times Training programs could be enhanced Career growth outside HQ is limited

Lots of opportunities to develop and learn

Long hours and not generous pay

Good pay Flexible hours Supportive management Great culture

As with any retail establishment, work can get repetitive Not many growth opportunities

Friendly team Free doughnuts Progression opportunities

Low pay Inconsistent shifts Very busy

Location: Their business units are always located in strategic zones.

n Canada, Krispy Kreme locations operate under a franchise model and are organizationally independent from the U.S. corporate entity. In my experience, several operational practices lag current industry standards: inventory is not supported by an integrated system; scheduling is managed in Microsoft Excel rather than through modern workforce-management platforms commonly used by major retailers—including Krispy Kreme in the United States; and frontline staff are often expected to troubleshoot and repair equipment without dedicated on-site or on-call technical support. Additionally, opportunities for advancement are limited. Senior roles appear to be concentrated among regional management and HR, who, in my observation, are reluctant to surface operational issues to franchise ownership. This lack of transparency constrains improvement and further reduces prospects for growth. If you are considering this role as part of your career development, be aware that the combination of limited advancement and reliance on legacy processes may hinder your professional growth. You may find yourself falling behind peers working in organizations that use contemporary systems and practices, and when you seek to transition to another company, you may discover that the methods used here are viewed as outdated.

*benefits are pretty generous *plenty of opportunities to grow in the company *they’re working hard at improving training of everyone

*bonus structure seems to change and become harder to achieve every year *constant stress, I believe in growing but it feels rushed and pushed unrealistically here. *they preach loving their employees but stress out and push continued stress onto regional managers, who push it onto District managers, who push it onto General managers, who push it onto supervisors, who push it onto employees.