I would love to hear from everybody on this. Does Rodney and the upper Kroger Corporate bigwigs REALLY KNOW AND UNDERSTAND all about the phoniness that surrounds the Store Walks, especially the Holiday Walks? Like, how the store managers force the employees to rush around, and get overtime, clean, and try to make the story "look real purty for the Big Brass" put on a Dog and Pony show, and then in a day or two later it's back to a big unorganized mess?
Do they just pretend not to know this? Are they really that stupid?
Most of those higher-up people must shop (at least once in a while) in their own local neighborhood stores and they can see it is not all Peaches and Cream everyday.
Of course they know. It's all a big game put on for the board and the share holders and other important people, so as to make appearances that all is good.
The Holiday walks are not something Rodney cares around, the walks are just a way for Regional/Division MGMT to validate the stores. Remember, most Regional/Division Leadership at some point worked in stores, so no exactly what happens getting ready for these walks. In reality, these same people are in and out of stores daily and know exactly what is happening and what goes on. Its kind of funny, they are all about displays and making stuff look pretty, but don't care about lines at service counters/checkout.
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Anonymous
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RE: What's your opinion? Does Rodney and the upper Corporate people really know the situation with Corporate "Walks"
Looking at all of the continuous disfunction, nonsense programs, and the Zebra, there can't possibly be more than a high single digit number of competent employees past store level.
Kroger s current success is really only due to uncompetitive behavior in the 90's.
I would love to hear from everybody on this. Does Rodney and the upper Kroger Corporate bigwigs REALLY KNOW AND UNDERSTAND all about the phoniness that surrounds the Store Walks, especially the Holiday Walks? Like, how the store managers force the employees to rush around, and get overtime, clean, and try to make the story "look real purty for the Big Brass" put on a Dog and Pony show, and then in a day or two later it's back to a big unorganized mess?
Do they just pretend not to know this? Are they really that stupid?
Most of those higher-up people must shop (at least once in a while) in their own local neighborhood stores and they can see it is not all Peaches and Cream everyday.
Looking for feedback.....
It's not whether they know or not, it's whether they care. And of course they don't. They're too busy sitting at home giving themselves raises. If there ever was anyone that represented the seven deadly sins, it starts with Rodney ****in McMullen.
Looking at all of the continuous disfunction, nonsense programs, and the Zebra, there can't possibly be more than a high single digit number of competent employees past store level.
Kroger s current success is really only due to uncompetitive behavior in the 90's.
The problem is that the Leader/MGMT over the Team developing the program/devises don't actually go into the stores and get the complete picture. The Team developing the program/devises only have to share the savings and the progress toward the plan, not the negative effects. Also, part of the problem is that a lot of these team members are working remote, so are more disconnected and not catching the obvious flaws. I remember a time when one HIGH up VP would not let any program move into stores until it was fully vetted. They hated her because she would ask questions and keep people on their toes, not its all about the cost expected savings.....
-- Edited by EUID_Unknown on Monday 13th of December 2021 06:55:52 PM
-- Edited by EUID_Unknown on Monday 13th of December 2021 06:57:23 PM
Wish they would do the walks at night and get real talk out of the night crew. ELMS badly needs to be done away with, or overhauled, so we can at least try to hire enough people to do the job properly. Our managers are too often given their positions with zero experience working the departments; they're the types who only care about the paycheck, and too rarely speak up about the complaints they get from their teams, so our situation only ever gets worse. District/corporate management does their walk, sees everything's done (because as pointed out, the night crews are pushed even harder that one night), and think "oh, well they evidently had enough time to do everything, maybe we can squeeze about more out of them!"
The Zebra has a kind of 'survey' feature in it that everyone who uses one can use. Use it. Maybe with enough complaints on the same problems, they'll be fixed.
Wish they would do the walks at night and get real talk out of the night crew. ELMS badly needs to be done away with, or overhauled, so we can at least try to hire enough people to do the job properly. Our managers are too often given their positions with zero experience working the departments; they're the types who only care about the paycheck, and too rarely speak up about the complaints they get from their teams, so our situation only ever gets worse. District/corporate management does their walk, sees everything's done (because as pointed out, the night crews are pushed even harder that one night), and think "oh, well they evidently had enough time to do everything, maybe we can squeeze about more out of them!"
The ELMS program is fine, the problem is all the jobs tasks and expectation are not build into the differing tasks in ELMS. When ELMS was first developed it has a task for any and everything, those have been eliminated over the years because of "task improvement" or "associate performance improvement". One BIG call out would be Associate breaks! So ELMS is based on tasks in your specific department, which then provide you a number of hours to then schedule. So Associate breaks are not built in, so basically anyone working an 8 hours shift, has 2X 15 min breaks so their department then is already "short" 30 mins to complete their department goals.
