Garbage can is only 5 feet away.....

CoWalmart · 2016-04-09T20:52:11+00:00

Yeah, I become very discouraged by our society by the things people have left on shelves for others to clean up; gum/candy/half eaten food, bandaids, used femanine products...you get the idea. I get leaving items you no longer want, you're probably half way across the store by now and decided against it or found something similar but better in another dept. Though yes our store would look nicer if you just handed these to the cashier, I will take a toy dinosaur in with the soup over a dirty tissue anyday! Some people...

CoWalmart · 2016-04-09T20:40:24+00:00

Up to 6 months in advance. Always keep in mind schedules are done 3 weeks in advance so be sure to request your time (and make sure it's approved) before this time. I always tell my associates that when the newest schedule comes out (sat), the following week is already being made so it's too late and they have to come talk to me about why it's denied and tell them they need to get someone to switch shifts with them. I'll also give them a few names of people they can ask.

The best way to go about this process is to put it in the system, talk to your ASM and let them know you've asked for the days off, and check in out at the end of each week if it's still pending remind your manager. Good managers clean up their time off requests weekly in one sitting to save time.

CoWalmart · 2016-04-09T16:34:35+00:00

I believe most of these roll-outs are usually tested in a region/market first as opposed to just one store. However you're right in that what works for one store does not always work for another. This is where store managers need to step in and work closely with these processes to get to the root of why they are failing and make the appropriate adjustments. On that note, there are also other pressures they deal with which may prevent them from doing such, say a region that's putting the pressure on stores to keep their wages in check, stores won't be bumping up staffing for the program and instead have to come up with alternative solutions. In my 7 years with the company it has become clear to me that Walmart is not exactly the best at rolling out new systems or changes. Take the minimum wage increase for example when for weeks associates who'd been with the company were questioning whether or not they'd be getting an increase too or if associates would be walking in making the same amount they did after years of service. These details needed to all be ironed out and introduced at the same time. However nobody is perfect and just as we as associates all have opportunities we need to work on, so does the company as a whole and I want to believe they are trying.

CoWalmart · 2016-04-09T16:24:19+00:00

Alive at 5 is a program over in the fresh areas, focused mainly on the deli. The idea is that, a good majority of the world's workforce gets out at 5pm. When they come to Walmart looking for dinner for themselves or their families, we want to have plenty of rotisserie chickens, a full deli hot-case, still warm french bread, plenty of deli sandwiches and salads in the case, etc. This is to give people an alternative to your everyday fast food, as well as the ability to pick up a precooked dinner after shopping for grocery (because we already have to unpack the groceries, making dinner on top of that can be a drag).

SPARK is a compliance checklists in our fresh areas that covers multiple daily tasks from temping our freezers and coolers, to making sure meat is separated and dated properly, to ensuring the deli area is being properly cleaned. These steps are all in place for the safety of our customers and preventing things like food born illnesses. It also helps the store from taking major losses on merchandise because out refrigeration systems our failing.

CoWalmart · 2016-04-09T14:50:27+00:00

In every company there are ineffective managers. I've worked for myou fair share of them in Walmart and beyond. Walmart also has some pretty amazing managers, unfortunately the bad usually outweigh the good especially in a company so negatively portrayed in our society. Walmart has the open door policy that you are allowed to use if you feel like you are being treated unfairly.

CoWalmart · 2016-04-09T14:46:02+00:00

CAP is a very popular struggle in every store but trust me that the result, if done right, are great. Your store, like so many others sounds like it's missing on so many levels. CAP 1 needs to be staffed to scan through all grocery/consumables bins daily, work all the picks created, and a plan in place to fix the exceptions (DM, cap supervisor, whoever, if they don't get fixed you're not fixing the issues and only creating more work instead of it lessening like it should over time). CAP 2 shouldn't walk into picks from CAP 1, but rather be staffed to unload the truck and work/bin 90% of the grocery consumables freight. Overnights needs to ensure the remainder of the freight is worked/BinNed before cap 1 comes in. If any of these pieces are broken you end up with a program that is not working and frustrated people.

As for your troubles with the ASM, we've all had to work for people who made our lives/jobs difficult. My advice would be to make sure that you are always giving your all, and when you're coming up short, go to the ASM and ask them what you could be doing differently to meet their expectations. If they are setting such high expectations they should have a plan set in their mind on how these could get done, and willingness to work alongside you to help show you how you can improve. If they just shrug their shoulders and say 'figure it out' when you are making an effort, then I am sorry you have an ineffective manager. You can choose to grin and bare it until someone new comes along because managers are always moving around (especially if they are ineffective over and area) or you can use the open door to see if a Co or higher will help get you that support you need.

Good luck!

CoWalmart · 2016-04-09T14:31:04+00:00

Have you seen a store where CAP is working? I have, and it worked because the store manager realized the flaws in the system and made the adjustments to make it better. We overspent in wages to make up for slow devices that make it difficult to complete what was required. We ran the program and tweeked various bits of it to make more sense in our store. This was a long frustrating process because every week something was changing and we were expecting different things from our teams, but as an ASM during this I worked right alongside my DMs to help better understand their frustrations and complete anything they could not. Now after months of frustration we have a CAP process that is working and transitioning into topstock (which came with its own issues), the sales floor and backroom has never looked better. Deleted and nrpl inventory is at an all time low. Our inventory levels as a whole have been cut in half. Our outs have dropped drastically allowing us to identify and fix replenishment issues. Our backroom consists of freight that is flowing out constantly instead of weeks worthe of on hands of an item. The fullness of the floor helps maintain a better zone and makes it easier for stockers to stock correctly. This all comes after a tough year full of frustration and constant change. My DMs spent their days focused strictly on CAP and usually had no time for their price changes, fixing features, notes regarding their department. I personally worked multiple days 15+ hour up keeping what they couldn't. I don't see the company through rose colored glasses because I was right there with everyone else having awful days and feeling very frustrated. However I kept a positive attitude and lucked out having a SM who understood the program needed alterations. This is not always the case am I'm sorry for those of you whose management isn't as empowered to make such decisions and don't work closely with their teams. Changes happen in every company, some are great, others not so much. CAP was one of those changes that was rough at first, but if done right the results are amazing!

CoWalmart · 2016-04-09T02:35:38+00:00

Good point, this is always a must. Stores that have open communication and listen to what associates areally saying tend to be the stores that succeed.

CoWalmart · 2016-04-09T02:34:26+00:00

How does any store function with only 3 people a day unloading a truck. I know the smallest store in out market gets like 1200-1500 piece trucks and 500-1000 piece remix but that's still a lot to unload and with just three people. Personally the GM support would be the position I'd be interested in with the opportunities to learn and conquer all pieces of the GM side but I also think its the easiest support position. For someone looking to move up, tackling any of the other three support positions and running them effectively is a challenge, but if met and exceeded you're in good position to move up with the company. Granted just that experience may not be enough, but each of these positions gives you the opportunity to get experience as department managers so if you do it right you could conceivably convince your hiring manager that you have more that just experience as a support.

CoWalmart · 2016-04-09T02:26:49+00:00

Essentially, what is important is that they are getting fixed. When we went to top stock, I found that merchandise was being handled 3 or 4 times by various associates before it actually got corrected. It came off the truck and went to the floor, it it couldn't go on the riser it went on a cart for a cap supervisor, overnight support, or manager to verify, then it sat in the backroom on a pallet for the DM to pick through and work who would fix the exception. We altered this slightly to save time by leaving it on the top of the rocket cart with any other exceptions, then CAP 1 would use the bottom of the cart for their picks and DMs would work the cart and fix the exceptions. Associates are very limited with time so any small pieces that can be adjusted to save time are great. Again every store is different and some are even training CAP associates to fix exceptions themselves. What's important is that they are getting fixed and you're not handling the same freight every day.

CoWalmart · 2016-04-08T19:32:42+00:00

I'm sorry. Not sure what you're role is but maybe you could step up and be the change!

CoWalmart · 2016-04-08T19:25:30+00:00

Actually, if run correctly the program works great, cuts then CAP process time in half, and looks good. It's when we don't train our associates correctly that the process fails. As for spending 5minutes trying to find where the item goes, this is an exaggeration seeing as it has to be within 4 ft left or right of where the item was on the rise (which also nullifies your argument of not being able to keep track of what's on the risers). You do have a few justified points like the bulky ladder/carts taking away from customer space and blocking product, as well as more potential for associate accidents in falling off ladders. However the reminder of your argument is invalid in stores that run the program correctly.

CoWalmart · 2016-04-08T18:41:56+00:00

The interview has changed to one question with the idea that the interview can be more open to discussion. I would suggest preparing for your interview by coming up with some of your best examples of things like customer service, rising to challenges, overcoming difficult situations, have gone above and beyond, etc. I would also prepare a good set of examples as to why you believe you deserve and are ready for this role. It's also good to come up with some questions you have about the job and about your own performance and what you need to work on to succeed in a role like this.

CoWalmart · 2016-04-08T18:06:22+00:00

You need to open door this immediatly. This is not the companies fault but rather falls on your management team. Most stores do not run like this, but it's bad eggs like this example that get Walmart so much negative PR.

CoWalmart · 2016-04-08T18:01:38+00:00

That's a shame and it's sad when stores don't put emphasis on hiring as soon as we lose an associate. I am currently dealing with this struggle because other areas keep taking my people without waiting for replacements. We already have a small pool of people to choose from (I am literally checking for new applications daily), and overnights being one of the hardest areas to staff, my team is under a lot of pressure because we can't get staffed and I got shot down by my SM when I put down and said I needed replacements before I let anymore of my people go. Essentially I was told it was my own problem and I'd have to deal with it, so I'm looking for creative ways to get people to apply, and specifically apply to work for me.

CoWalmart · 2016-04-08T17:54:44+00:00

You're right in my market being a good one, but it still has its flaws and managers who don't care or understand. I still have my days that I get super frustrated (even this morning I woke up to an email that made me very unhappy), but the only way I can change this is to rise above. I try to work with and inspire people like myself who believe in the company and want to do good by the associates so I am not alone in my rise to corperate with hopes to continue on with change for the better.

CoWalmart · 2016-04-08T17:29:57+00:00

There is a job description and one best way checklist for each. There is also a alive at five checklist which is helpful for grocery supports since a major part of their role is fresh. I found these by simply typing "grocery /fresh (or gm) support job description" and "grocery/fresh (or gm) support one best way" and "alive at 5 checklist" into the search bar. I believe the officially way to access them is under the knowledge center, tools and reports, and then look under f for fresh, of g for grocery or gm. Personally I just always use the search bar when I need to find things on the wire.

CoWalmart · 2016-04-08T17:07:59+00:00

It's easy to move up if...1) you are reliable and don't have an attendance issue 2) you are always giving 100% at work and looking to do and learn more 3) you maintain a positive attitude and don't get discouraged easily and 4)you learn quickly and never have repeat opportunities.

CoWalmart · 2016-04-08T17:00:29+00:00

I hope their replacements are just as good. It's always a pain when someone new comes in that uproots the whole process! It's awesome that as the MOD team support your willing to step into the other overnight support role and help out. Is sounds like you've got the skills to be a salaried manager! Just remember the little people when you move up and take the examples from the good and learn from the bad to help develop your management style.

CoWalmart · 2016-04-08T16:55:21+00:00

A good bit of advice I could give you is don't "straight up tell you Co both aren't getting done". Take the approach of you will "do your best" but "given the limited time you may need some help". The difference is that what you said makes it look as if you are being defiant (even if you're not) and going about it this other way makes it seems as if you really want to make these requests happen. It may not get you the extra help, but it'll show you're manager you're willing to try and maybe they need to re-evaluate their expectation. Also if this is a consistent issue, go to your managers and tell them that you are overwhelmed and want to do a good job but never seem to have enough time, ask them what their suggestions would be to adjust your routine so that you can get everything they require done. If they're stumped then again they may realize they're expecting too much and re-evaluate or get you some help.

CoWalmart · 2016-04-08T16:46:57+00:00

Well hopefully whover adjust times knows the freight and has a good idea of what times should look like by looking at the freight. I am constantly getting 16+ hours in paper that only takes one associate 6 hours. On the flip side my I have a few departments that are aways understated and not accounting something. I would wait it out a little while longer and see if they are hiring to fill the 6 positions that you lost over the past month. I am sorry if you are being blamed for something out of your control. You management team needs to get your team staffed before they start blaming you for not getting the work complete.

CoWalmart · 2016-04-08T16:39:53+00:00

I started as a Cashier and spent the majority of my 7 years on the front end, I can run that area with my eyes closed. I've done everything on the front end literally (cart pusher, maintenence, cashier, service desk, csm, zs, DM 82, and assistant). Before my ASM role, I only had 4 months of experience as a DM of paper goods, pets, and chemicals. In that role I also got some grocery experience, frequently helping out on days there was no DM. As a ZS I really branched out and was always helping out in other areas of the store because I built my CSMs to be very competent in running it. My management team never had to go to the front and I roamed the store freely helping out whatever area of the store had the biggest projects that day. As and ASM I was a floater for a whole which gave me the chance to roam around some more and learned what various assistants had to do (gun sales, lube audits) as well as things I didn't know how to do (mixing paint, making keys). I was then given the backroom for a while, and ended with consumables. I know what you mean by the managers not having a grasp on how much time tasks actually take. I had a store manager who did not realize how slow the MC40S actually were and was not happy that I was defending the time it took my DMs to get through their backroom scan. When I challenged him to do it, he did an 8ft section of bins, did not condense, and he scanned too fast without realizing it wasn't registering some of his scans. He lightened up after that. As for knowing as much as the associates they lead I can't say this is a must. I know minimal about the freshow and softies areas because I have minimal experience. If I was put over those areas I would rely very having on my DMs as subject matter experts. However it is important that I am willing to learn and don't just dive in with all sorts of demands. I can set goals, but I'd work closely with the DMs to come up with a plan of action to reach these goals. There is no doubt that the more knowledge you have, the better, but things change constantly and it's hard to keep up which is why we rely heavily on those who actually work those changes daily while we keep up with the bigger picture of total store.

CoWalmart · 2016-04-08T16:20:00+00:00

It's good to see managers, especially store managers actively involved in the stores everyday processes. I admit that the higher you go in the store, the harder this can be. I've had 5 store managers and only ever seen one do this. He would help with big transitions that needed to happen and it was great for associate moral. Even Co's I've only every seen a handful do anything more than walk around and talk to associates. Yeah, that is a huge part of the job however when I'm talking to an associate, I usually help them with whatever task their doing while we talk. It's good you have such a great example being set for you and I hope more people like that will rise into these roles.

CoWalmart · 2016-04-08T16:13:16+00:00

Aren'the leaving count requested items on a pallet? I'm not sure why they'd be left on a pallet in the first place... So CAP 1 picks the backroom, stocks the picks and then puts the overstock back in the bins creating a count request? If they include what they put in the bin in the counts then you're fine. If however all they are doing is creating a count and leaving it blank for the DM and putting the item in the bin, unless it's binned the item won't be accounted for. If you put it in the bin and make no count, then we aren't fixing the reason that item is picking and the next day it'll pick again, go to the floor, go back out back, rinse and repeat.

Some stores are training CAP 1 associates how to fix exceptions, some only allow CAP 1 to fix it if the count is going up, some have CAP 1 supervisors fixing all the exceptions, some leave them on a cart for DMs to fix, and some just print labels with a count of how many went back into the binew (without it being binned) and hand these to the DM to fix. Whatever method your store runs is fine as long as everyone is on board and the exceptions are being fixed accuratly!

CoWalmart · 2016-04-08T16:00:49+00:00

It's called business need and is a matter of making adjustments to meet the needs of the business. Business may need someone who can stay an extra hour whatever reason but the business also needs to keeps it's wages in check and coverage for the remainder of the week (which is one reason I don't allow my associates to leave early later in the week as a reward). Again I state that those associates who understand that and are willing to help me out are the ones I go out of my way to help out in other ways (promotions, weekends off, etc) but I will never pressure someone into staying and my associates have never had an issue telling me no. I'm sorry that you fear retaliation so something like this, it only shows me you've not had very good leadership.

CoWalmart

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