What type of reward/recognition system does Kroger have in place?
A fake one that says "the more recognitions we give out, the higher our 'give as many recognitions as possible' scores will be for the district." What does this mean for the employees? Nothing.
Describe leadership structure?
Corporate does nothing but complain about our scores -> Management does nothing but complain about our scores -> Front end manager does nothing but complain about our scores.
How is conflict managed in store?
By writing up the employees involved and threatening to fire them if they don't say hi to every single customer.
Are there any programs to manage employee stress?
No, other than add on more stress.
How does Kroger measure job satisfaction?
Through pointless, idiotic scoring systems in which instead of fixing issues, they try to break what isn't broken.
How does Kroger communicate with employees to keep them informed about company strategy?
I am writing a paper about Kroger. Here are some questions we are going to address in the paper.
What type of reward/recognition system does Kroger have in place? None needed, we have a contract and you get what you get. We owe you nothing else.
Describe leadership structure? Whoever makes whoever above them look better is the winner.
How is conflict managed in store? It isn't. They just ignore it.
Are there any programs to manage employee stress? Put them in a different department and ignore it.
How does Kroger measure job satisfaction? Your contract, nothing else matters.
How does Kroger communicate with employees to keep them informed about company strategy? They make a new one up every month. Not alot of time for that.
What type of reward/recognition system does Kroger have in place?
Most stores have an employee of the month reward, however, it isn't clear how that employee is chosen and the "recognition" from receiving it is fleeting in pretty much every way. Like no one cares whatsoever. Also, some districts now have "sharing the success" which is a bonus system in place, but your bonus is tied to pushing murky scores higher and the only stores I know that succeed are ones where they literally fill out the surveys to boost their own scores.
Describe leadership structure?
Corporate comes up with ideas, makes district managers/coordinators jam it down store manager throats, then they vomit it onto department heads and the department heads get their workers to help scrub the crap off. It's a **** show all the way down, where literally every step of the way the people receiving the orders and bitching about how out of touch the people above them are, and they force us to enforce policies that are ridiculous. Don't mind the fact that you literally NEVER are given more resources to follow through with whatever their new plan is, BUT IT HAS TO HAPPEN.
How is conflict managed in store?
Often barely at all. If they like you, they'll move your department to try and keep you on. If you're just a whatever employee though, I've seen managers ignore fighting employees to the point that someone was assaulted, but they generally bank of the fact that if you really are having a problem, you'll eventually leave, and then it's not their problem anymore.
Are there any programs to manage employee stress?
No. None at all. As a department head, my store manager talks to me sometimes when I break down my trucks and we collectively bitch about all the people pissing us off and how stupid whatever is going on in Krogerland is at the moment, but thats more of a "because-we're-friends" kinda thing than an official policy. They put you through hell, then mock you if you step down or quit because you couldn't handle it. If you're someone the managers care about they occasionally pull some perimeter help to help you clean up a bad situation you may be in, If the coordinators like you they will occasionally send you a floater. If you've not made friends, they'll literally point and laugh at you and mock you when you fall behind until you just walk out.
How does Kroger measure job satisfaction?
We do yearly surveys, but in this past year I realized that my managers are filtering results by only having certain people fill them out. The people who they know hate their jobs were not asked to participate.
How does Kroger communicate with employees to keep them informed about company strategy?
Morning huddles. the same 5 or 6 department heads and senior employees show up every day, the new employees don't ever get informed or included.
I am writing a paper about Kroger. Here are some questions we are going to address in the paper.
What type of reward/recognition system does Kroger have in place?
Hard work, gets you more work. The work the slackers don't do is given to the hard workers. Your reward, why didn't you meet some new criteria even though you just moved heaven and earth for them.
Describe leadership structure?
A new plan a month that seems to just make your job that much more miserable.
How is conflict managed in store?
The manager hides in his office or changes the conversation.
Are there any programs to manage employee stress?
Every program is created to make the job more stressful.
How does Kroger measure job satisfaction?
Certainly isn't the 67% turnover rate, is it?
How does Kroger communicate with employees to keep them informed about company strategy?
The manger yells loudly at you when you don't meet one of the 200 new program requirements.
Morning huddles. the same 5 or 6 department heads and senior employees show up every day, the new employees don't ever get informed or included.
Never thought about that before, but you're right. Since we have huddles every day at 10am, new employees usually aren't even there to get to know whats going on. And others who are there don't even care enough to go, so it's usually department heads or their backups that go.
Morning huddles. the same 5 or 6 department heads and senior employees show up every day, the new employees don't ever get informed or included.
Never thought about that before, but you're right. Since we have huddles every day at 10am, new employees usually aren't even there to get to know whats going on. And others who are there don't even care enough to go, so it's usually department heads or their backups that go.
I don't have time to go to a huddle. I've seen some of them last 15 or 20 minutes. If I have to take 15 to 20 minutes away from my work, I'm taking a break.
