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Food lion Claimed Company
Food Lion has been providing an easy, fresh and affordable shopping experience to the communities we serve since 1957. Today, our 82,000 associates serve more than 10 million customers a week across 10 Southeastern and Mid-Atlantic states.
By serving more than 10 million customers a week, our associates make sure our customers can always count on us to meet their needs. In addition, we make sure that our neighbors can count on us too. Through Food Lion Feeds, we are working to end hunger in our local communities by committing to donate 1 billion meals through food donations, volunteer service and other impactful hunger-relief initiatives. read more
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Poor work to life balance. Impossible expectations. Every associate is expendable. Long standing associates unappreciated. Poorly managed by District and regional leaders. Low pay. Demands hourly management to live at the job. No overtime, work six-seven days a week. Unorganized. Hates workers.
What did you like most about the interview process?
This was several years back but it was more laid back but professional. A genuine interest in the person, candidate, to better understand their thought process.
What needs to change to make the company culture better?
Stop fixating on what isn't getting done. Instead of actively looking for new "blood" or hires look into WHY is it your already established crew are leaving in droves. Penalize stores with high turnover rate, investigate, and act accordingly.
Why do you feel undervalued and what would make you feel better about your compensation?
I feel undervalued because even though sales are up over last year's I am frequently told I am failing. I feel undervalued because foodlion stresses payroll, cost, then complains when tasks aren't done to completion or to perfection. I feel undervalued because I'm reminded that I have none.
What are some of the best things about your team?
Associates quickly learn that we have to look out for each other because management will not. They will throw us under the bus to please District, Regional, management for their own career advancement and have no integrity. Coworkers, realize we are in this together and part of a bigger puzzle.
What does the leadership team need to get better at?
It's good to be sales oriented and to push for additional goals, sales, but never at the expense of standard practice. Stop adding additional responsibilities if no effort is made to increase full time positions in departments, and then get upset when one or two people can't manage them all.
What's going wrong and how can it be improved?
Poorly managed, too many chiefs, and the chiefs in charge fixate on superficial things rather than real issues. Listen to associates, D.Managers, of what works and doesn't as to oppose to thinking them replaceable and naive to their designated areas that they spend 40+ a week in. You spend one day.
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