I'm asking because I am, without a doubt, going to try to ask some questions I have. If I'm going to question the top dog of the division I may as well make it worthwhile.
Any "sensitive" important question will most likely get you fired. So I wouldn't bother asking.
But I would love to know, if they really don't know the true state of their stores.
Like that we are running on skeleton crews. There is one whole shift missing in my department pretty much every day. How everybody else has to TRY and pick up the slack. I say "try", because you can NOT fit your 8 hrs of work plus half of another worker's shift into your 8 hr long shift. How we have to help customers in another department, when that dep. is not staffed, due to management cutting hours. And how none of this is not taken into consideration and everything is expected to be done 100% every day.
It's not that they don't know - they do. It's that there isn't anyone holding their feet to the fire to hold them accountable. Store management just shows them that the numbers are in line with predictions and expectations. I'm certain that middle management knows there is some smudging going on but often pass it up as long as they are making money on paper.
The central division president is a middle management position that is in contact with the board of directors. Instead of asking hostile questions it would be better to ask accountability questions like "What roles do you take part in keeping our stores safe, stocked, and friendly?", "How can we relay to you what it's like to work on a store level, day-to-day?", and probably "How closely do you work with our union representatives, stewards, or staff at the headquarters?" or "As a division president what are you able to do to insure our brothers and sisters are safe, happy, and able to help our customers and each other to be the same."
I fully expect the responses to be generic fluff. But, hey, from a former employee to a current one. Give 'em hell.
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Would you like fries with th... I mean, your milk in a bag?
Most responses from KMA Presidents or VP's are generic or "I will have to get back to you" responses. If you want to get a real response and be taken seriously, you have to show you care about the company but also, want to better it!
Mrs' Wolfram can I ask you a question about our company, I know we are struggling in areas, one of these area being associate relations. If appears recently, we have ignored some areas to implement some new procedures, I really think an associates "Focus Group" might strengthen Store Associate Moral and begin to build a bridge to improving results. Might you have some time so we can discuss what Store Associates can do to take a greater role in building a more cohesive company.
She will either, say that is a great idea or that she will have to back with you! But if others also make comments about a "Focus Group" and it being a good idea, she might just have to go it.....and that might begin the dialog.
Yup, that's why then our KMA President comes in.....its never pretty! Currently, we have been told not to worry about ELMS hours, schedule everyone (well what you have) to what you need.
I'm getting whiplash from all the different thing we have been told the last few months.
"If appears recently, we have ignored some areas to implement some new procedures, I really think an associates "Focus Group" might strengthen Store Associate Moral and begin to build a bridge to improving results. "
"Focus Group"??? call me cynical, but this sounds like a lot of meaningless mumbo-jumbo.........political fluff...........lets have a meeting about scheduling a meeting to consider a meeting to decide whether we should have a meeting........what's the real, concrete, end result????
Yup, that's why then our KMA President comes in.....its never pretty! Currently, we have been told not to worry about ELMS hours, schedule everyone (well what you have) to what you need. I'm getting whiplash from all the different thing we have been told the last few months.
If you don't mind me asking, EUID_Unknown, are you a department head or manager of some sort? Your knowledge of Kroger is quite extensive.
Department Head I have been around the block! Been at Stores with High Volume, High Traffic, High Expectation... the last few years have seemed like erased some of the forward movement we had!
Actually Kroger used to brag about our decentralized company structure, now we are more and more centralized with everything. With everyone's roles and responsibilities changing, why not eliminate KMA Presidents and just call them Regional Managers. They once used to actually boost moral and be the company cheerleader, now they are just the ones that come in and you try to run away from!
I have been around the block! Been at Stores with High Volume, High Traffic, High Expectation... the last few years have seemed like erased some of the forward movement we had! 
