Thread regarding Whole Foods Market Inc. layoffs

Im from the NE region, i recently got my second jd as an ATL & i had to fight my stl for a 6% raise.

No, 18 years at less than $20.00 with all "E" on dialogue and then wham they gave me a whopping 3% and btw with that I will still be making less than $20.00 an hour.

3% after 18 years is how much? Still not capped? Just a TM or moved up? Seems small but at the same time how were you rated on J.D. If you've been there 18 years I imagine you make at least $25 an hour. I base this on a TM i know with very little ambition who' s only moved up once making $24 who's been there 17 years. So @ $25 is .75 cents. Still pretty good for Whole Foods raises. I do think based on the current system that you should be able to get $1 if you are an all star. Most businesses pay their best employees 4.6% the rest are getting 2.7%. If you can do better somewhere else go do so I fully support every one of my tms who comes up to me and says they want to move up or on. Usually they feel kinda bad breaking the news, and I'm like right on you take care of you!

What is the average raise percentage for 2019?

21. S. employees can expect to see a 3 percent median base salary increase in 2019. Average salary increase budgets are projected to be 2.9% for 2019. Annual salary increase budgets are expected to remain flat at 3% for the upcoming year. U.S. employers project to give average pay increases of 3.0% -3.1% in 2019.

I give raises based on the guidelines set out for me. Needs improvement goes up to .49 cents. Meets standards goes as low as .50. So some needs improvement tms are making a cent less. Big deal. We try to space it better than that but that's the flaw of the scale system. I remember the days of $900 Gainsharing checks.

Some Tm's we have are just not coachable. Finals for performance, points, no call no shows showing up drunk and on d–gs, sleeping in their cars on the clock, threatening people. We have Tm's who have been at the store over a year and can't find the produce department, who don't know how to work the dumpster, who don't know whether or not we carry coke who work load at 20 cases an hour, that pretend to work while they watch youtube. Getting super high in the freight elevator and cleaning plugged in meat slicer with the motor running. I could go on and on. That is "needs improvement." If your team isn't doing at least some of these things you are lucky or too trusting. Maybe you need to spend more time working and observing your team instead of sitting in the office? Job dialogs are based on the years performance not what little improvement is seen in the week leading up to it. I'm not going to reward them for that. That would just lead to Tms coasting harder than they already do. Everyone who rocks it out gets a good raise. No one really exceeds standards unless they are greeting every customer by name, asking about their day explaining how to prepare the meal they are shopping for and up-selling every time. These tms don't even greet customers or answer the phone because they have no knowledge or desire to learn. They are just there to get paid and do the bare minimum. They don't even care if they get fired, they'll just move on to some other job until they get fired there too. Any other job would just fire these tms immediately. That has nothing to do with leadership failing. I get asked the same questions every day. I'm like "remember yesterday and the day before and the day before that when I answered your question about where the beyond burgers are?" These people can't even face properly. If you can't do that, you can't do anything. We are too nice. What we need to do is just write them up every time they fail at a simple task and get rid of them. We just happen to have some severe cases. I didn't hire these people or let them fail so long. I guarantee I could walk into your store and find your tms on their phone, slacking off, not practicing the 5x5 rule etc. and if that is what your meets standards means then you need to raise the bar. If you say none of your tm's do that I can't take anything you say seriously cause this is whole foods. Most Tms are garbage workers. Harassment and d–g use is rampant. That isn't to say I don't love them as people but damn some of these people bring productivity to a standstill or create negative productivity. More work would get done by fewer people if they did not exist but we are paying them. I don't give a c-ap about Bezos's money but if you ATLs worried about getting screwed on your 5.5% raise want to do less work and accomplish more get rid of these c-ap tms don't give them meets standards raises just to be nice. lolz. If anything that will do all your good tms a disservice when they crack down harder on raises and productivity.

ATL & No. Really, I am excellent at my job. A veteran of over a decade. Very productive and knowledgeable in all aspects of the store. I am getting .75 to $1 every raise consistently. Store leadership supports me etc. We are working to improve our situation since taking over from horrible leadership. A TL who would throw around insults like "you must be a d–k" or "bad at your job" That's why our morale WAS bad. Now our morale is great. My Tm's like us as leadership far better than the old leadership team. (We have an all new Team) I treat everyone fairly and honestly. I give max raises possible/allowed on the scale provided with open honest direct feedback and steps on what we need to see improvement on. I was actually shocked how big some of our raises were. When I started morale was really bad to the point of walkouts. I've actually brought a few tms back from the brink of quitting because I listen to their concerns and address them promptly and speak with them respectfully. Now we are a happy if understaffed team. Some of my TM's didn't even think they deserved raises based on their own self assessments. Most the job dialogs I have conducted been self assessed by TM's as needs improvement or low meets standards. It's just that TM's aren't being honest with themselves or they don't live in reality if they are giving themselves exceeds standards and they can't even describe what Organic means or find where the Cheerios are. We have some really bad Tm's. That doesn't mean I don't support their happiness and growth. Really I should have said of the J'D's I've conducted so far they have all been needs improvement. I've not gotten to everyone on the team yet. Our buyer group is mostly outstanding. We do have several Tm's that need to go but this being Whole Foods it's nearly impossible to get rid of unproductive bigots unless they point out. We have tms harrassing other tms and we still can't get them separated. So yes. Needs improvement is valid for many tms. I imagine that's the rating I'd give you as well, especially under team work and communication.

I got 3% after 18 years.

MA Leadership, want to clear up what seem to be a few misunderstandings.

1- the 5.5% thing is only for first quartile people, so if you're in the middle of the payscale I think the top is 4 or 3.5%. No one will have much of a shot at $1 with that

2 - I don't feel that this horribly impacts newer TMs because of the $15 starting. It's still a huge bump from before. It does horribly impact buyers, supervisor, and ATLs who are still in the $16 - $20 range. Why take on all that extra responsibility for barely more than your TMs when there's not really a current and future financial incentive? You have to get to TL to see much more on your checks going forward if you're not already doing well

3 - Why are leadership people talking about giving already c-appy needs improvement raises like that's the baseline? It's not our money and hasn't been gainsharing in a while, so if you're not coaching your own TMs up to a consistently meets standard and unwilling to give them (what were) decent raises that's a failure on you and of course they aren't owning their job

4 - we aren't partners with Amazon, they bought Whole Foods. They did this because the company was doing a bad enough job for investors to go ahead and sell.

Taking longer to hit max is only good for stagnant TMs. Not middle management.

I'm an ATL. My TL makes like $3 more than I do as he should. I've actually been with the company slightly longer but that's the way the cookie crumbles. What really is silly is long time tms with zero ambition to do anything but the bare minimum, who don't even want to become supervisors or buyers who make more than their Team Leader. Also as an ATL my raises are bare minimum 60 cents, usually .75 or more. When I started doing job dialogs I realized that everyone thinks they are amazing at their job. People who would be fired anywhere but whole foods think they deserve .75 cents. I've only had 1 TM who was completely self aware of his strengths and "areas of opportunity" and he was a Tm that deserved $1 so he got it. Taking longer to hit the max is good. I know people who have been maxed out of their position for years and just don't get raises. None of them were getting 5.5% raises before.

MA region here. It affects ATLs. Their TL is making $10-15 more an hr and we're supposed to be happy with a fifty cent raise? Many times the ATL is doing more than half the work.
WFM made the new pay grade scales larger...but guess what? It will take forever to hit those maxed wages. Oh a buyer, PBS, ATL, TL can hit how high a ceiling? On surface it looks solid, but it's actually super corrupt.
Don't think for a moment when Amazon gave everyone the pay bump they didn't have a plan already in place to hurt the worker in the end. One summer later and we see this happening.
Not surprising coming from a partnership with Amazon, a company that pays zero taxes by running money through Ireland.

If you make 15$ 5.5% is .82 cents. Hardly any tms even get .75 cents. A rare few ever get $1. Not a big deal. I'd say the % of tm's getting high meets standards or exceeds standards on job dialogs is less than 5%. Most of my team gets needs improvement. If you make $18.25 an hour 5.5% is $1. Even if you get the highest "meet standards" you are still only getting a .75 cent raise max. The only people that might get screwed are the 3 TMs in the company making $19 or more an hour that actually get max exceeds standards every year. It has been rare to get a raise at 6 month j.d.'s and is only done in certain circumstances.

Amazon is going to start making cars.

Bezos doesn't give a sh–; You haven't figured that out yet? WFM is just a testing program for the grocery space. When Bezos is ready, the whole operation as we know it goes away–that includes the worthless regional /"leadership"...Amazon then rolls out what they REALLY want, which sure isn't us...

They need to pay all the exta Ec’s needed to keep whole foods afloat.
Say good bye to 5% raises and all of regionals buddies are getting seriously paid.
F— regional and global.
The biggest bunch of thieves in the history of whole foods no results they still get laid and pay increases.
Where is the Jeff Bezos philosophy?
“if the company doesn’t do good you
don’t do good!”?

5. 5% max all across the nation with all regions. No more 6 month jd. Just once a year with a “possibility” of pay increase.

Here in Florida raises were cut in half something like three or four years ago. They said they were trying to get ahead of things regarding what was eventually coming for the whole company.

Just leave whole foods never holds executives accountable for mistakes.

No one in Nc knows about this ?
What is the raise percentage in norcal?

Poster below here again. Yes i was wrong. My TL confirmed when i asked about the half pay percentages. MA region here. They said its all across all regions. So goodbye to $1 raises if you are making less than $18. And good buy to $1 if you are making more than $18 because no way in hellz they’ll give you a perfect score. Unless of course you are sleeping with your stl which at my store we know who does. Yes we know.

New pay raises effective 8/1/19. So yes 5.5% is the maximum they can get for all tls, atls n tms. If you got more than 5.5% then consider yourself lucky. You wont see that next year.

I’m sorry to the poster below, who hasn’t heard this info yet. The Max is 5.5% in the ma region.

Max is 11% at ma region still for tms. Not sure for tls or astl. Astls n above got more amazon shares. And we the workers got nothing. Gainsharing taken away. Yes we got a raise but now more work. We have to ring up as cashiers and do amazon shops. I work in produce.

The cap was 4% in the NA 3% was the standard.

I literally just read my email an hour ago. No mention of raises being cut. My raise was higher this year than last. However I would not be at all surprised to see raise cuts. They basically just raised the min $4 so even Tm's who can't spell or dress themselves are making $15.

Did anyone read their emails? The percentages were cut drastically.
Say the "meets standards" was capped at 7.5% ...now it's 3.5%
The lowest rate before is now the highest.

LOL

Elaborate, on your statement? Its all % based on raises, so how have they been cut in half?