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Randalls Reviews

35 Reviews
1.9
35 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
(no image)
Thomas L. (Tom) Schwilke
13 Ratings
  1.  

    Hostile, employees treated as chattel

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Night Manager  in  Round Rock, TX
    Current Employee - Night Manager in Round Rock, TX

    I have been working at Randalls full-time for more than a year

    Pros

    Got hired for a Kings ransom...because my position has a 3 MONTH turnover rate

    Cons

    Salaried management doesn't communicate effectively with each other, instructions from closing Store Director and opening Store Director regularly conflict.

    Store management has the expectation that every grocer is identical to Randalls/Safeway and as a result are very flaky on proper training for Department Managers. I've worked for Jewel-Osco, Meijer, Kroger...and Staples (yes the office supply chain) and Randalls/Safeway is very, very different. Randalls doesn't use CAO, ordering is 100% manual, Randalls is "not a cardboard company" so can goods, etc. have to be individually stocked on a shelf.

    Department performance is measured by "All In" case counting, the size of the truck is divided by by the overall shift length and number of crew. This is wildly inaccurate as it completely disregards other department functions (conditioning, ordering, etc.) and lunches (part timers are scheduled 8 hours flat, no 30 minute allotment for lunch.) So by default you are screwed, and the company '35 cases per hour" standard is extremely deceptive, if you got a three man crew (including yourself) a 540 case truck is considered too light. (650-1,000 cases is considered "normal" for a three man shift to do plus condition the ENTIRE store in 8 hours.)

    Overall part-time employee motivation and morale is poor, salaried management treat part-timers like chattel using "Full Metal Jacket" techniques, positive reinforcement is completely nonexistent and as a result part-timer reliability is very low with call offs and no shows frequent. Department Managers are talked down to and overall treated like toddlers, not as extensions of management, salaried tend to micromanage departments relegating Department Managers to overpaid clerks.

    Training is extremely incompetent for Department Managers, beyond the computer based training your period at a training store is just stocking, operations knowledge is crash coursed your final day. You will walk into your assignment learning that every Randalls store is rogue and operates differently per the Chief Store Director's whim, every store's extension system is different (God help you in finding someone to show you how to work the damn phone.) down day and order windows vary from store to store, etc.

    Advice to ManagementAdvice

    Treat part-timers like human beings

    "All In" is egregiously flawed, individual case counting (which everybody else uses) can more accurately determine the performance strengths and weaknesses of a department, with struggling employees being easier to spot and troubleshoot.

    Department Managers are adults, and should be treated more inline as equals.

    Salaried Managers need to communicate with each other better and have a unified operations strategy for the store.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO