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Overworked, underpaid, feel discriminated against by colleagues and leadership for not being the same as the cliques on the GM/leadership team. You got to kiss butt real hard to climb the ladder. Not worth climbing the broken stepped ladder.Burnout/not to be a negative Nancy, but nothing good here.
O que você gostou mais sobre a sua entrevista de emprego?
It was easy. Too few questions though.
O que precisa melhor na cultura da empresa?
Stop judging people from the grapevine. Stop cliques. Get a heart. We're not Alexa: open 24 hours and we're not robots. Again: get off your high horse and get a heart.
No que a equipe de líderes deveria melhor?
Stop playing favorites/ stop getting so cocky that you ostracize new employees because your opinions are not fact. Stop forming opinion from the grapevine. Break up cliques. Stop taking advantage of GM team and use your own employees/ worry about your own problem. Corporate: stop being selfish.
O que está ruim e como pode melhorar?
Long lines because all corporate/ Meijer CEO cares about is money. Disrespect. Customers don't come first, employees do because we're not robots, employees make or break a company and they can attract or get rid of customers. We all know that Meijer is in love with money, but try getting a heart.
No que os seus colegas poderiam melhorar e o que faria vocês trabalharem mais unidos?
Stop being a judgmental jerk and look at your own dang reflection. Get off your tictok and get a life/ the world doesn't revolve around you. I'm not your scapegoat so go take care of your own dang problems.Stop being so cliquey, narrow minded, selfish and rude. Show manners and respect to everyone.
Por que você se sente desvalorizado e o que faria você se sentir melhor compensado?
They pay crap for the amount of work we do and yet it's never enough. Nobody gives a crap if your sick/ on your death bed/ burned out as long as you waste your precious life at Meijer slaving away for upper powers mansion. I'm taken advantage of and the pay raise is crap. Narcissism everywhere.
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