Thread regarding Whole Foods Market Inc. layoffs

Almost impossible to fire poor TM's at WFM.

Lol TL have it so hard? I can’t imagine why mine was always watching Netflix in her office, then. Never saw her in our area, it’s like she didn’t know how things were running all the time when she did stop by. I sure hope she used that time sitting on her a-- to truly ponder “if she even liked herself” or not rather than just being an oblivious c--t.

The company is a mess. Top to bottom. No rhyme no reason.

Or as a TL you can lie about your tm to write them up...Or change the schedule last minute so tm make mistakes in coming to work. Yes I see it all the time happen to good hard working tm's because the tl doesn't want to work. So she has to get rid of those who would hold her accountable and make her look bad. So how's that working for ya...department now negative comping 20 percent yoy...last year we were positive comping 12 percent. Makes sense to me...and yes leadership approved it all cause they are lazy and don't know the truth about what was going on on the floor. Well hope you love your numbers now.

I know several worthless Team Leaders. Good people, but they s--- at managing a team and relating to people. Houston metro is full of these inept “leaders.”

Conversely, there are just as many worhless TM’s who make it hard on others.

Tweedle-Dee or Tweedle-Dum. Hard to chose when the labor pool is not that great.

Yes, TL/ATL are the worst jobs in the company. All you people whining have no idea and it's painful to see. From someone who has had to manage people like you...

Yes! This so right!!! Store Team Leaders support team members and give little support to dept. leadership. TL or ATL jobs are thankless, unappreciated jobs. Whole Food leadership positions are awful no matter how hard you work unless you are in the STL's protected circle. Otherwise, TM will always have the upper hand no matter how worthless they are.

Posts like this are obnoxious. There’s so much going on behind the scenes beyond your scope of vision on the floor at the team member level. If you ever move up you’ll understand - or maybe you’re right where you should be, after all.

Speaking as a former TL in the MW region, it can be harder than hell to get someone fired. Especially for performance-based issues. First you have to write them up (which, at my store, the STL and TMSS had to approve of) or give them a verbal warning (depending on what the STL and TMSS decides is appropriate for the issue at hand). Then comes the second write-up, which again needs to be approved, as an Unsatisfactory Work Warning. Then comes the third write-up, which is the Final Warning. Or that can be skirted by giving the TM a Personal Improvement Plan (PIP) where the STL/TMSS and TL sit down with the TM and come up with a game plan for their improvement in the areas they're lacking and give the TM a time-line for when they want these issues to be corrected. And then there are Final Final Warnings that exist depending on the circumstances. And then when it comes down to firing someone, the STL/TMSS have to check with either their regional, or sometimes global, TMSS leadership to see if the TM can be fired. And there you really have to hope that you have dotted all of your "i"s and crossed all of your "t"s correctly, because even one small misused word in any of the former write-ups could cause the whole thing to start over again from step one. It was much easier to fire someone for attendance issues because that was pretty black and white. Anything else that didn't involve theft or violence could be this huge, long drawn out affair just to get rid of the dead weight. Unless the TL can catch the TM before their 90 day grace period ends and has the proper documentation to prove that they have tried training and teaching the new TM, but it just wasn't working out.