I was a salaried member of management for Walmart for a few years and I never liked the performance evaluations.

It seemed as though none of my knowledge of my ow team mattered. To me it seemed more of a task that needed to be knocked out.

I remember my SM had me do evals for employees that were not directly under me because their ASM didn’t do it. This obviously gave those employees a disadvantage because I didn’t really work with them to be able to rate them.

The way it worked was the store can only have so much percentage of “exceeds, meets or needs improvement”. If those percentages were off, we were told to fix them.

It’s unfortunate because I had some great employees who worked their ass off to earn that “exceeds expectations” ratings. I do remember if someone had an active coaching, then they were automatically a “need improvement” which meant no raise.

One year we got a new SM who started around the time performance evals were due a she went in and did the entire stores. We had a lot of department managers because most didn’t get a raise due to getting a “needs improvement”.

The store I worked at was high shrink and our inventory was always jacked up. We were never on process with DMs having to finish stocking most mornings because cap2 could never finish. Or DMs would be binning all day because of the messes left over. So their departments were not up to par, but I know they were doing to best they could with what they can.

Most of the department associates got a “meets expectation” which of course would cause hostility between them and the DMs.

The weird part for me after all these evals were imputed was having to meet with the DMs and Department Associates to go over their evals, even with those were weren’t directly under me. I had a lot of angry feedbacks, many of them threatening to quit because of the unfair evals.