So after months of waiting, we finally have a new hire in my department...
only to find out that she really isn't going to make it. she is a grown adult who huffs and puffs about having to do literally anything you ask her to do. i know that a new hire is going to be slow, and i've tried to be super nice to her about it and encourage her to learn more, and all she does is complain about literally every task you give her. she acts like she can't even lift the box of cookies (it's like 5 pounds) and she goes to the bathroom every hour, which i suspect is an excuse to take a break for a few minutes and play on her phone.
even my deli manager thinks that she isn't going to last long at all. i'm really trying to give her the benefit of the doubt, especially since she tells me that she would be ok with full time hours! The problem is, i think she wants the pay, without actually having to do the work.
Start doing new hire evaluations on her every week cause once she's past her probation period it's going to be really hard to get rid of her.
Yeah. If after a couple of weeks, her behavior hasn't shown signs of improvement, you probably should make it clear that the department has expectations and responsibilities, and if she can't meet those expectations or handle the responsibilities, then she isn't going to make it past her probationary period. That's what a probationary period is for, after all, to see whether or not an employee is a good "fit" for the job.
There's no sense in keeping around dead weight, right? Why take the chance that she might improve six months down the line when you could get rid of her before her probationary period is up and maybe, just maybe, get someone decent or even great to fill the spot next?
This is why I'm thankful that our new hiring manager does interactive interviews with the department head. A couple days ago they had us a new hire and I thought great until I got upstairs and he was slouched in the chair. I walk him down around my department and over the course of 15 minutes showing him what we do on an everyday basis and what we will expect of him, my senses told me that he would not make a good fit for my dept. He was lazy and inattentive to detail, which is a big part of being successful in this department. But I eventually took him upstairs and told the HR manager in private that he would not be compatible and suggested he could work in another department but not mine. Apparently the HR manager told him he'd be rescheduled for a second interview but I doubt if that will ever happen. I'm just thankful they don't randomly throw people into my department anymore. It's hard to get rid of them once they're in.
The last post hit it completely on the head. I do not think the people getting interviewed are being told about their "Real" job duties, just a completely general overview. Before CORE, I was always asked to join the interview if the person was most likely going to get hired. When I would join, I would mostly asking the same questions, but in a different manor, it was completely funny how the answers changed. AND its not hard to get rid of any new hire, If I wanted an associate gone, IT WOULD HAPPEN. The problem the stores are experiencing now......while you get one bad egg out the door, their's only other bad eggs applying. Kroger makes people jump through too many hoops for a retail job.
The last post hit it completely on the head. I do not think the people getting interviewed are being told about their "Real" job duties, just a completely general overview. Before CORE, I was always asked to join the interview if the person was most likely going to get hired. When I would join, I would mostly asking the same questions, but in a different manor, it was completely funny how the answers changed. AND its not hard to get rid of any new hire, If I wanted an associate gone, IT WOULD HAPPEN. The problem the stores are experiencing now......while you get one bad egg out the door, their's only other bad eggs applying. Kroger makes people jump through too many hoops for a retail job.
When I was hired nearly 30 years ago, I filled out a paper application, had orientation that night, and started to work the next day. There was no drug testing, and if they did a background check, they weren't going to find anything since there was nothing to find. Kroger doesn't seem to understand that when a person applies for a job, they want a job now, not six weeks from now.
Also, 30 years ago, the person you turned the application in to, most likely already "interviewed" you when you dropped the application off. Within the first 1-5 minutes you know if your going to hire someone or not. We have too many HR people that have never worked a department or actually interact with people. I have worked with the most diverse group of customers and employees, 90% of time I know what "type" of customer or how the employee is going to be. I don't understand how HR doesn't understand involving the Department Head with the interviews empowers both the Department Head and the "New Hire" to be on the same page from day 1! We live in a NEW WORLD, but still are trying to make the OLD WORLD rules apply (some must, others are outdated).
That is a good point, i wasn't even aware that there was a new hire for my department, until our new HR brought her around. I knew we had been looking for someone, but I don't know what she told her as far as job responsibilities go, or how well she did in the interview itself, or anything really.
I'm going to have to talk to store management about this, i just don't know how to put it when we'e gone so long with out anyone at all. But unless something changes (and quick), this is not going to be beneficial to the department at all. i'm already dreading the first time i'll have to leave her to close by herself.
Well unless this new employee quits or get fired for theft, you most likely will have to keep them....just to have someone! But I do LOVE how the company recently has been ALL about trying to keep NEW HIRES, but seems to care less about the long term associates! The only thing keeping most associates is the Insurance..... ONLY THING!
The last post hit it completely on the head. I do not think the people getting interviewed are being told about their "Real" job duties, just a completely general overview. Before CORE, I was always asked to join the interview if the person was most likely going to get hired. When I would join, I would mostly asking the same questions, but in a different manor, it was completely funny how the answers changed. AND its not hard to get rid of any new hire, If I wanted an associate gone, IT WOULD HAPPEN. The problem the stores are experiencing now......while you get one bad egg out the door, their's only other bad eggs applying. Kroger makes people jump through too many hoops for a retail job.
I agree. I wasn't really told much about the job duties at all when I was hired on. It wasn't even really much of an overview. Just what was the company website. Asked on the phone interview about my experience with customer service and something else that I forget now. And in the actual "interview" it was all about being able to work nights, availability, and just filling out the paperwork and doing the drug test and what not. But I wasn't really told about the duties of the work I'd be doing.
Heck, I didn't even really meet my DH until I and others were on the orientation tour. And even he had to figure out how to get the schedules for myself and another girl(that didn't stay long). But yea, being given more info would have definitely helped out.
Here's what I said to the girl hiring new associates at our store...We lost a valuable longtime employee, who was/is not easy to replace...She apparently found a better job elsewhere, after several years at Kroger...I told this girl doing the hiring...We need a new employee...A. If you can, please get us someone with GROCERY RETAIL EXPERIENCE...B. If THAT is hard to do and not reasonable, then please get us someone with RETAIL EXPERIENCE IN GENERAL...Many other retail situations, technologies and procedures can be applied to grocery work...C. If you can't do that, get someone with MUSCLES...Any old high-school football star will do...At least, he can do the heavy lifting required for the job...If THAT is not an option, then D. find us SOMEONE EAGER TO WORK! All that other stuff can be learned on the job with time and patience...Sad, but the employee who left could always tell within 5 minutes of meeting a new hire if that new hire was going to stick around...And she was pretty right on the ball most of the time! Some have worked out, but many fell short...
Like the old saying goes, "It's hard to find good help nowadays!"
Here's what I said to the girl hiring new associates at our store...We lost a valuable longtime employee, who was/is not easy to replace...She apparently found a better job elsewhere, after several years at Kroger...I told this girl doing the hiring...We need a new employee...A. If you can, please get us someone with GROCERY RETAIL EXPERIENCE...B. If THAT is hard to do and not reasonable, then please get us someone with RETAIL EXPERIENCE IN GENERAL...Many other retail situations, technologies and procedures can be applied to grocery work...C. If you can't do that, get someone with MUSCLES...Any old high-school football star will do...At least, he can do the heavy lifting required for the job...If THAT is not an option, then D. find us SOMEONE EAGER TO WORK! All that other stuff can be learned on the job with time and patience...Sad, but the employee who left could always tell within 5 minutes of meeting a new hire if that new hire was going to stick around...And she was pretty right on the ball most of the time! Some have worked out, but many fell short...
Like the old saying goes, "It's hard to find good help nowadays!"
I completely agree with your approach to the hiring process. As it does make the most sense really. Although I'd tweak it a bit and put physical ability a little higher up there with retail experience. Because although, I know many think working in the deli and bakery is a bit of a(no pun intended), cake walk. But those freaking boxes of dough and all those turkeys and chickens(if you have a chicken shop at your store) are heavy as hell! And it's never just a couple of boxes. Sometimes it is SEVERAL at a time. And if you've done truck a lot throughout the week, it can truly wear you out if you are working it by yourself.
But yea, if you had someone with a bit more musculature to help out then can make things go a lot faster. And given my own "training" with Kroger of late. Not coming from a background of retail experience at all. I admit I had to learn much right on the spot and am STILL learning various things. As my "trainer" was barely around for my training. So, if I had a bit more experience going in would have been a major help. I mean the work itself is not really hard. But at least if they were honest and said this is a relatively "fast" paced environment and can you handle something like. Again would have made the difference. Heck even knowing the reality of the skeleton crew situation as well.
Here's what I said to the girl hiring new associates at our store...We lost a valuable longtime employee, who was/is not easy to replace...She apparently found a better job elsewhere, after several years at Kroger...I told this girl doing the hiring...We need a new employee...A. If you can, please get us someone with GROCERY RETAIL EXPERIENCE...B. If THAT is hard to do and not reasonable, then please get us someone with RETAIL EXPERIENCE IN GENERAL...Many other retail situations, technologies and procedures can be applied to grocery work...C. If you can't do that, get someone with MUSCLES...Any old high-school football star will do...At least, he can do the heavy lifting required for the job...If THAT is not an option, then D. find us SOMEONE EAGER TO WORK! All that other stuff can be learned on the job with time and patience...Sad, but the employee who left could always tell within 5 minutes of meeting a new hire if that new hire was going to stick around...And she was pretty right on the ball most of the time! Some have worked out, but many fell short...
Like the old saying goes, "It's hard to find good help nowadays!"
Yup, I have a lot of bodies but they aren't eager to work all the time. Feels like high school lunch time often.
One of my coworkers said that "hungry" people make great workers. When I started, I was in debt and had been unemployed for 3 months. I didn't turn out so bad. The first 6 months was awful. Girl I worked with was a holy terror. I couldn't blink right for her....
I question if the company has actually thought about the "typical" worker, which has dramatically changed in the last 5 years. We need to make ALL new programs as easy as they can be and then easier then that.... If we have so much data, why are we still needing Store Associates to remember what happened last year? Key Retailing was introduced to make jobs easier/standardize everything and cut wasted task/jobs/hours. So how did we with "Standards" add tasks and then cut hours more? It seems like more FE's/Deli's have 2 Cashiers/Clerks helping customers most normal hours. How can a 100 Billion company think 2 clerks is all it takes to fun a department and then accomplish everything? There's a task missing from ELMS, Customer Service/Hospitality?!?! I see "Work Backstock", "Stock", "Clean", where do I find "Helping Customers"?
As far as I can tell, they hire everybody who can stumble in the door.
"Is this the restroom?"
"No... this is my office. Want a job?"
We hired a homeless guy one time. He lived at the gas station across the street. He looked and smelled like it. He did fairly poorly until a regular income allowed his drug problem to spiral completely out of control again.
But then again, it's hard to find good help for minimum wage part time only retail hell.
she is a grown adult who huffs and puffs about having to do literally anything you ask her to do. i know that a new hire is going to be slow, and i've tried to be super nice to her about it and encourage her to learn more, and all she does is complain about literally every task you give her. she acts like she can't even lift the box of cookies (it's like 5 pounds) and she goes to the bathroom every hour, which i suspect is an excuse to take a break for a few minutes and play on her phone.
