I had an interesting conversation with store-level management today on the topic of the shortage of applications, the high turnover rate, the frustration being felt by hourly associates working in understaffed departments that suffer even more due to having to help the front end, how this frustration negatively impacts the "Customer 1st" philosophy we're all supposed to follow (including management) as well as the OSAT scores, and the willingness of employees to switch jobs the moment they get a better offer at a competitor (Winco, Albertsons, Costco, Aldi, heck even Walmart was brought up, due to the nice pay raise that company is giving its employees this year AND next year). The conversation had all of us in agreement:
Kroger associates deserve better pay. That better pay would solve a lot of our problems. Store-level management sees this. The problem?
Human Resources "disagrees" with management's assessment of the situation. Human Resources not only disagrees that the pay rate is the problem, but went on to blame store level management for stores being understaffed and the high turnover rate, and the other problems. Human Resources claimed the problems stem from store management's lack of attention to properly training individuals and store management's treatment towards employees. One of our co-managers admitted that not all managers should be in a position of managing, but that hardly applies to all members of management, and I agreed with her. How does the way management treat its employees impact the number of applications? It doesn't. These potential new hires haven't even worked with Kroger store management, so how can store management be at fault for the hiring shortage?
This is not the first time store level management has gone to Human Resources and said, "we need to raise our pay rates to attract new employees and retain current employees," and it won't be the last time, but Human Resources clearly isn't getting the message. As I said to one co-manager, I'd be offended if Human Resources blamed me for all these problems, when I knew that the Human Resources' argument was flawed and misleading, and she agreed, admitting that she was offended, as was other co-managers, and she let Human Resources know how crazy that was to try and claim that the pay wasn't the problem.
Well, a potential light at the end of the tunnel is that Walmart has raised the company minimum wage to 9$, therefore other companies, Kroger included will have to raise theirs in due time to keep competitive.
Some employees are over paid and some of us under paid. I think the actual payscale should be different. More moderate increases instead of waiting a fulcking decade to get some $4 an hour raise in one period. How come after putting in two years with the company, you only get like 50 cents over minimum wage? Compensation is not the only factor in maintaining a good workforce, but it is certainly a critical one. By the way... Walmart will be offering TWO WEEKS NOTICE of schedule and, for certain employees, FIXED weekly scheduling in the near future. The best part? No fulcking union dues.
Well, a potential light at the end of the tunnel is that Walmart has raised the company minimum wage to 9$, therefore other companies, Kroger included will have to raise theirs in due time to keep competitive.
When has Kroger ever cared about keeping competitive with what other companies pay? Even before Walmart committed to the pay increase, the company still paid its employees more. Kroger has never touted "competitive pay" in its hiring commercials, that I've heard anyway, instead opting for, "flexible hours, paid benefits and opportunities for growth". Kroger just doesn't seem to care.
Well, a potential light at the end of the tunnel is that Walmart has raised the company minimum wage to 9$, therefore other companies, Kroger included will have to raise theirs in due time to keep competitive.
When has Kroger ever cared about keeping competitive with what other companies pay? Even before Walmart committed to the pay increase, the company still paid its employees more. Kroger has never touted "competitive pay" in its hiring commercials, that I've heard anyway, instead opting for, "flexible hours, paid benefits and opportunities for growth". Kroger just doesn't seem to care.
They won't have to "care" they'll just have to adapt to compete. Benefits are going down the ****ter every contract. They won't be able to use that as a hiring point anymore. Nearly every division seems to already have constant job fairs. They'll be forced into better compensation in a myriad of ways. This move by Walmart just hastens the process.
Had a manager at my store state that they would love to pay employees more, but they can't because they are under contract to pay what they do. The Union is useless.
I also think part of the problem is too many in upper management (if you know what I mean). There is a coordinator for every department and we spend a lot of time on conference calls and the same thing is repeated every week. Even though I see the possible need for coordinators, there are still people I haven't even figured out what they do, besides come to our store and use our phone. Maybe some "fat" needs to be trimmed!
I also think part of the problem is too many in upper management (if you know what I mean). There is a coordinator for every department and we spend a lot of time on conference calls and the same thing is repeated every week. Even though I see the possible need for coordinators, there are still people I haven't even figured out what they do, besides come to our store and use our phone. Maybe some "fat" needs to be trimmed!
There's definitely fat to be trimmed, but I feel as if coordinators are not part of that. They are a necessary middleman of communication to filter out significant complaints/suggestions from insignificant to pass them along to higher ups. Also, listening to conference calls it becomes very apparent that a lot of department heads need substantial training /coaching that isn't being gotten elsewhere. Honestly, I think the biggest problem is just the fact that they are a public company and investors have gotten used to ever growing profits. I think a company ethically should be content with a certain profit, and not feel the need to always cut at the expense of the average worker. There are a lot of the behind the scenes cuts that are also happening right now. Mainly dealing with manufacturers of Kroger brand/affiliated products & companies. The fact that the company is doing so well, yet pushing these cuts is what is disheartening to the employee. It's one thing if a company is undergoing hardships, but Kroger has been killing it recently.
Some employees are over paid and some of us under paid. I think the actual payscale should be different. More moderate increases instead of waiting a fulcking decade to get some $4 an hour raise in one period. How come after putting in two years with the company, you only get like 50 cents over minimum wage? Compensation is not the only factor in maintaining a good workforce, but it is certainly a critical one. By the way... Walmart will be offering TWO WEEKS NOTICE of schedule and, for certain employees, FIXED weekly scheduling in the near future. The best part? No fulcking union dues.
I am waiting on the background report for my job to start with Home Depot. Home Depot, should I start working there, will have a schedule three weeks out and as a Lot Attendant I will make a STARTING pay of $8.75 an hour with the potential for a raise after (I think?) six months (something like that...).
Guess which company between them and Kroger that I will choose if I have to select having only one job.
Some employees are over paid and some of us under paid. I think the actual payscale should be different. More moderate increases instead of waiting a fulcking decade to get some $4 an hour raise in one period. How come after putting in two years with the company, you only get like 50 cents over minimum wage? Compensation is not the only factor in maintaining a good workforce, but it is certainly a critical one. By the way... Walmart will be offering TWO WEEKS NOTICE of schedule and, for certain employees, FIXED weekly scheduling in the near future. The best part? No fulcking union dues.
Thank God we have the Union looking out for our rights.
It's the biggest joke I have ever seen. I can't think of one instance where they have ever helped an employee with anything, they are just there collecting union dues as far as I can see.
Kroger doesn't give a **** about hard work, dedication, integrity or loyalty.
My mom still thinks that the union's a good idea. In theory it is, but I'm starting to learn that deadweight is kept around because of the union.
It sucks so much.
As for better pay, I agree. Not even just better pay but a less ****ty scheduling system. It makes it really hard to schedule anything when schedules aren't final until Saturday, and there's the off chance that they'll ask you to stay late or come in early, further hindering whatever work/life balance we have.
Treat employees better, and the apps will roll in like mad.
BTW, we recently had an open hire event, and I don't think anyone came.
I am waiting on the background report for my job to start with Home Depot. Home Depot, should I start working there, will have a schedule three weeks out and as a Lot Attendant I will make a STARTING pay of $8.75 an hour with the potential for a raise after (I think?) six months (something like that...).
Guess which company between them and Kroger that I will choose if I have to select having only one job.
I am waiting on the background report for my job to start with Home Depot. Home Depot, should I start working there, will have a schedule three weeks out and as a Lot Attendant I will make a STARTING pay of $8.75 an hour with the potential for a raise after (I think?) six months (something like that...).
Guess which company between them and Kroger that I will choose if I have to select having only one job.
How many hours will you get at Home Depot?
Still not sure. It's part-time, like Kroger, so in theory the most I'd get would be about 25-28 hours. Probably end up getting at least 15-20 per week. Depends on how much / how long my training goes when I get out of their orientation.
I am waiting on the background report for my job to start with Home Depot. Home Depot, should I start working there, will have a schedule three weeks out and as a Lot Attendant I will make a STARTING pay of $8.75 an hour with the potential for a raise after (I think?) six months (something like that...).
Guess which company between them and Kroger that I will choose if I have to select having only one job.
How many hours will you get at Home Depot?
Still not sure. It's part-time, like Kroger, so in theory the most I'd get would be about 25-28 hours. Probably end up getting at least 15-20 per week. Depends on how much / how long my training goes when I get out of their orientation.
But I get paid for the orientation days too.
Well that's more hours than Kroger, and it's Home Depot, not Kroger so it sounds like things are finally looking up for you!
I went in and talked to the store manager tonight, asking about why I've had such low hours (Average of 12) for the past few weeks.
He says it goes off availability and that I need to check with my FEM (yay) to see if my availability is still set to what it was before.
12 hours this week. What a fun experience especially with a frustrating day like today.
I went in and talked to the store manager tonight, asking about why I've had such low hours (Average of 12) for the past few weeks. He says it goes off availability and that I need to check with my FEM (yay) to see if my availability is still set to what it was before. 12 hours this week. What a fun experience especially with a frustrating day like today.
Can't you just check your availability online? Greatpeople.me?
Thank God we have the Union looking out for our rights.
It's the biggest joke I have ever seen. I can't think of one instance where they have ever helped an employee with anything, they are just there collecting union dues as far as I can see.
Well, you see, the union is "helping" by having Kroger agree to those rules in the handbook about vacations, leaves of absence, write-ups, etc. Without those agreements, employees could be fired on the spot for any reason or no reason at all - it's called "at-will employment". Wal-Mart does it all the time.
However, once those agreements are in place, the union doesn't go out of its way to do anything at all. Since you don't have to be member for Kroger to be bound to those agreements, membership is effectively a waste of money.
