Keep your eyes open and mouth shut for 30-60 days then give an honest appraisal of strengths and weaknesses for each department. Once this is done, provide the resources/training necessary to improve weak areas. It is equally important to recognize the strong performers and determine if they would be willing to assist in other departments.
As a manager, you have to be both an advocate for the employee as well as a company guy. You have to have the onions to tell corporate that some of their policies are nonsense while ensuring reasonable budget goals are met.
I would immediately go to the HR and ask for a print out of all employees working at the store. After <s>he prints that up I would tell Her/him to make up a 'war board" of every department and list each employee under their prospective department by seniority. Department manager up top then the Assistant managers then full timers down to the lowly part timers. Now that this is made I would stick it in my office and observe the whole damn store for the next few days. When somebody shines - i would go to the board and find them and see who they are and figure out how they rank amoung others who maybe I see as being the bad apples. Over time i can visually see by both walking the store and looking at the war board who is good and who is not so good. Then i would start the rebuilding process.
Department managers would come into the office and we would discuss their department candidly. A loose gameplan would be drafted. Itwould be give and take. Those wanting to move onwards and upwards would be given the opportunity. my door would be open to whoever wanted to chat
-- Edited by thedude on Monday 27th of June 2011 07:00:14 PM
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I am no longer part of the oppressed, evil workforce of Kroger! Can you say "Hallelujah"
