Walmart Reviews in Brentwood, CA | Glassdoor

Walmart Brentwood Reviews

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Brentwood, CA

1.0
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Walmart CEO Doug McMillon
Doug McMillon
0 Ratings

1 Employee Reviews

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Pros
  • good pay Work hours lots of extra shift if you are willing to work (in 1271 reviews)

  • Amazing work life balance for an man level job (in 265 reviews)

Cons
  • Work life balance can be a serious challenge (in 759 reviews)

  • They schedule u an 38 hours so they don't have to give full time benifits (in 1122 reviews)

More Pros and Cons

  1. "Be advised: Not a place for A players and top talent"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Business Manager in Brentwood, CA
    Former Employee - Senior Business Manager in Brentwood, CA
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Walmart full-time (More than a year)

    Pros

    Free soda machines.

    The recruiting team does an amazing job pitching the company and addressing concerns with external candidates who are initially hesitant to enter the process due to company's "brand" image.

    Super simple, casual, no pressure, and informal interview process.

    Cons

    Talent within the organization from the top down is mediocre at best and the astounding lack of critical leadership skills, technology and business acumen in the "leadership" team means most days are spent having the same discussions over and over again. There is no demonstrated "leadership" instead it is a suffocating, micromanaging hold with lots of finger pointing attempting to make you look bad so they can look good. These behaviors have risen as culturally, the current leader set has never been made accountable for learning to coach, manage, and empower teams to drive work forward. No leadership focus on outcomes and results - only focus is on work activity (no matter how trivial or wasteful) to justify why certain roles and teams exist . This management style is beyond stifling and ensures very little value-add work is able to move forward and is an absolute morale killer.

    There is an extraordinary attrition rate at this company. Key roles were constant revolving doors as resignations were made on a weekly basis from the top of the house all the way down to entry level positions.

    Horrible onboarding. Only 1 day and nothing that you'd expect - like a facilities a tour to help you understand where everything is at in the building (mail, bathrooms, conference rooms, etc). Your supervisor won't bother to meet with you on a regular basis and will cancel any meetings you try to set up as they'll have so many other conflicts to attend. Again, the intent of these in the first few weeks is just to ensure you're getting what you need and to have your supervisor address any questions you have so you can start to gain traction in your role.

    Finding what you're doing and where any work similar or previously done is like a horrible hunt and peck game. If you've finally found some info and ask for time to walk through the work or where you can go to learn even more on your own you'll be given a million answers - none of which will help you.

    Good luck trying to work with your new supervisor on building out any kind of an onboarding plan. They won't know what that is and will tell you it's a waste of time as you try to explain to them why it's important for you. They'll tell you to go away and that you'll meet people in meetings...except they don't tell you what meetings you should be attending (and you won't be invited to them as your supervisor also won't tell the meeting facilitator that you should attend) or provide you with a stakeholder list of people so you could track this down yourself....

    Walmart cheer. The hokiest thing I've ever seen a leadership team make up as a way to force engagement with a completely unengaged, lifeless employee base.

    Advice to Management

    Dig in to your morale issue which is spotlighted by your high attrition rates. You might gain some insights on how to improve overall engagement by authentically investing in your people and ways to stop the turnover hemorrhage.

    Also, ensure that people you've placed in leadership positions can actually do the work and have the necessary acumen on business/technology/leadership. If they don't (as many, with the exception of a small handful, do not), they leave irreparable collateral damage behind to further drag down the morale issue.


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