I've watched hardworking, competent people get lower ratings than they deserved, then get laid off as soon as possible. It's not about your value. It's about cutting costs.
16 replies (most recent on top)
@OP is starting to realize being able to do as you please, how you please, anytime you please with your employees is a lot like modern day slavery.
@13a Jeez, you need professional help.
My only experience with a union was terrible. They did nothing for me except took my money while I watched them do stupid things. I finally left and found a better job. I’d never be part of a union again.
@11g agree
@164 well said.
@11g I totally agree
@13a, @13b, @13c, @13k:
I have never seen better examples of how the public
school system has failed the children across our great land. It’s clear you have no desire to better your situation, learn and master a craft or skill that is marketable, or to improve your improve your current skill set so you can make a living and build sone wealth into your retirement. It’s not up to Walmart to provide opportunities to make you successful, or be fair, or make decisions in your favor. Maybe your parents didn’t teach you values like ‘Hard Work’, ‘Honesty’ and ‘Responsibility for Self’. It’s up to you to steer your life in a good direction, make good decisions and surround yourself with loving and helpful people.
Walmart is no different than any other big company. And, Walmart has extremely low expectations of their associates. If you can’t get along or coexist in Walmart, then there’s probably no help for you. You are destined to follow the path you have already been on.
No doctor, medication or union can cure you. Until you take total responsibility for your situation and improvement, you are destined to remain exactly the way you are now.
I remember once reading a list of “Things I Learned in Kindergarten”. Much of that applies here.
Grow up. Learn how to be an adult. Quit bi--hin and start moving in a positive direction.
From management, "Of course, there’s real associates with real performance issues and I’m much more willing to work with them and help them find a better fit than I am with a smart-a$$ or a low life." In other words, if you performed better than your coworkers but when asked do more than your share because of the slackers and then asked to do more and you gave your opinion you became a l-wlife. But just know that manager would have not minded at all doing the work of her team for 20 years in order to get that long term discount card and never say a word or speak up about being mistreated or they may call her a l-wlife smart-a$$. Walmart should be banned from the U.S.
See for yourselves people, see it from a manager themselves, you're performance meant nothing to them, this isn't news to them because they know it, but we all know and they all know nobody wants to work for a company that let's the hardest worker do all the work and then point out how that person has a bad attitude. If they cannot hire people that have the skillsets to do the jobs then they need to separate them from the people that can, by mixing them together and holding each to a different standard that is the epitome of hypocrisy. Walmart isn't hard to figure out if you worked there for any amount of time and had to set through their ridiculous indoctrination elearns etc, they care about changing people inside out and brainwashing them rather than hiring them to perform and make the company a profit, they are at the point where profits doesn't mean as much as making sure America stays leftists in it's thinking. If I was China I would do the same to my biggest exporter in the country I despised also.
@11f @10h you obviously don’t get it. There’s no discrimination involved, and, it’s not illegal. Walmart is an “At will” employer. Meaning either the employee (associate) or the company can terminate employment for ANY reason. The truth is, any manager can appraise any associate with a low rating in order to eventually get rid of them. Here’s the thing, though, we usually use this method to get rid of ‘trouble makers’, not people we don’t like personally. If 2 or 3 different associates come to me with the same problem with the same associate, I might use this method to clear them out. It’s literally done all the time. Of course, there’s real associates with real performance issues and I’m much more willing to work with them and help them find a better fit than I am with a smart-a$$ or a low life.
This is a word salad of contradictory utter complete BS, you start off with it's not discrimination then give reasons for your discrimination. Only a Walmart manager can accomplish this.
@11g full of BS and you know it, performance means bottom line to the executives and stock holders, that's why Unions prosper and Walmart is a GD joke to the world, they are willing to sacrifice that performance for fa----s and make belief worlds where you can just sprinkle pixie dust on everything and it becomes magical, you people are the most nonsensical brainwashed company I've ever seen. You put in the fine print people can leave any time they want and can be fired anytime they want then indoctrinate them with your so called "values" and how discrimination is wrong and what do you turn around and do and admit it? Discriminate and against who? The performance workers who produce results, you simply want smoke blown up your fat azzes so you can tell yourselves you're building something meaningful, what you end up with is a bunch of id--ts that don't know where anything is, don't know what a woman is, pay them to protest your President, get 80% of your product from the Communist China Party and corrupt the nation you use to get ultra rich off of and then try to turn around and preach about ethics and open door if you need someone to talk to about how they cannot cope with or understand your hypocritical approach to whatever in the he-l your liberal utopia is supposed to look like. You are not Sam Walton, his family is not either, your headquarters does not belong in the heartland of America, you're full of BS. The reasons the government and law enforcement and postal and about every other major contributor to this country is Union is to keep you d-mbazzes mentality out of the workforce and performance is key and not how somebody hurt your feelings you GD fairy.
@10h with a union, the total number of undesirables would escalate up and up and up. So it stands to reason, if you’re an undesirable- you’d want the union. If you were a normal hard working associate, you don’t have anything to worry about. Say what you want but just look around at all the people you know. You can easily spot those who are undesirable fir one reason or another
@10h you obviously don’t get it. There’s no discrimination involved, and, it’s not illegal. Walmart is an “At will” employer. Meaning either the employee (associate) or the company can terminate employment for ANY reason. The truth is, any manager can appraise any associate with a low rating in order to eventually get rid of them. Here’s the thing, though, we usually use this method to get rid of ‘trouble makers’, not people we don’t like personally. If 2 or 3 different associates come to me with the same problem with the same associate, I might use this method to clear them out. It’s literally done all the time. Of course, there’s real associates with real performance issues and I’m much more willing to work with them and help them find a better fit than I am with a smart-a$$ or a low life.
@10d Undesirable not Underperforming, which is night and day difference, one is personal preference and one is job related, one is prejudice and one is not, one is favoritism and one is not, one is against "said" Walmart so called "values" one is not, one is discrimination, one is not, one is borderline illegal, one is not. And if Walmart was Union they would never get away with it, and since you say you're speaking form a mgt perspective you're only saying what we ALL knew to be true, that is Walmart is full of BS in their so called "values" and does what they want how they want when they want and are two faced hypocrites. They don't deserve the Undesirables that outperform the desirables, what you're saying is they don't care about performance or metrics, what they care about is keeping the bootlickers.
Speaking from a mgt perspective, it’s just an easy way to get rid of undesirable associates. Every manager has them. Starting at mid-years, all you do is start building a performance concern case, and you’re set.
That's not new, been the case for a couple decades now. With the old number eval system, trying to justify a 2.9 below target rating vs a 3.0 on target rating, required some of the most twisted diabolical mental gymnastics ever seen.