Talking Points Provided to Store Management

This is how Walmart communicates.

Store Manager Talking Points to Management:

The below talking point should be used during meetings with your management team to tell them about the changes. This meeting should not occur until after all individual co- manager conversation have been held.

I have some important information to share with you about changes in our store that you may already be aware of.
The overall pace of change we are looking to deliver as a company continues to accelerate.
We must create an Operations structure that reflects the recent and future changes in our business and is right- sized for our future initiatives and growth as a store and company.
To be a retailer that is fit for the future, we must operate more efficiently and have a structure to meet our customers' needs.
With this in mind, the decision has been made to reorganize the store structure across the company at the co- manager level, using a talent- based approach. The number of co- managers with our store has been adjusted, based on our store's specific sales volume.
We will now have __ (insert number of co- managers allotted here) co- managers in our store.

[During the next section of the meeting be personable and explain your stores individual situation]

This means that we have fewer co- managers on our team going forward.

__ (insert name here) is staying in our store.

__ (insert name(s) here) is/are transferring to store(s) _, and their last day with us is Friday.

__ (insert name(s) here) is/are leaving our store and has 60 days to find another position within the company.

We will also have a new co- manager(s) _ (insert name here) joining our store on _(insert date here).
I will have more details about what areas each co- manager will have at a later date.
Additionally, the role of a co- manager in the future is changing. We are asking all co- managers to be prepared to become a store manager in 2 to 3 years.
You may wonder what growth opportunities there may be for you. Talent at every level is critically important and the ASM role will continue to build our talent pipeline in the future.

Your positions are even more important now.

Individual conversations with our co- managers have already occurred.
Keep in mind this kind of change can be difficult and emotional, and these impacted co- managers are still a part of our Walmart family. We must be committed to supporting and helping them through this transition.
I need your help being flexible and positively leading our associates through this change. I know that you will.
I will be conducting a store meeting to let all of our associates know of these co- manager changes.

Please be ready for any questions that may come up, and walk around and check on each associate. They all may be impacted differently by the news.

Please be ready for any questions that may come up.
What questions do you have for me?
If you think of any questions or have any concerns, please don't hesitate to let me know. I may not have the answer immediately, but I will get you one.
Thank you.

Comment! It's anonymous!

7 replies (most recent on top)

I am not now nor never was a Wal-mart employee, I refuse to shop there because of the way they treat their employees. I am not rich and would like to pay lower prices but do not want to contribute to their corporate greed. I know it is almost impossible to do but if you could all form a union you would have some power to negotiate. You are 2.3 million strong, they need you. I know you are fired immediately if you utter the word union. It would certainly be an epic struggle.

AHHHHHHHHHH YESSSSSSSS, this is SO sweet! A 19th century battlefield amputation on paper, condensed to bullet points all written in Blah Blah-ish. .. You've probably already deciphered the meaning through context, but I'll explain anyway: Blah Blah-ish is Management Speak 101. It's the scripture, the golden model of communication which all managers learn from and elaborate on.

It's what hourly employees are subjected to when asking a direct question or contesting a wrongful action, and it's deliberately weilded so as to confuse, irritate and, ultimately cause you to stomp off in impotent rage----while the manager remains perfectly calm and faultless. Sooo......

That these cos are themselves now subjected to that verbal / mental anal burglary is truly a thing of wonder and almost s-xual delight for me to imagine. In an age where everything else is being recorded, I SHO wish I could see one of these 'meetings' on youtube!

Be prepared to move up or out, basically. If upper mgmt doesn’t think you’re ready to run a store within 2-3 years, you’ll be gone after that time. Wonder what store managers will be expected to move up to.

This was distributed to managers and somebody leaked it to thelayoff or facebook (i saw it floating there)

Sounds similar to talking points for office elimination. Wonder if they were told , in one on one conversations, to give them a few minutes for any emotional reactions and have Kleenex ready and offer associate a bottle of water! Seriously, they were given tips on how to react in situations where people were upset about the news. Our office clerk even asked if ‘this is the point where your supposed to offer me a Kleenex and water’? Manager was pissed that she knew so much.

This was an email sent out to store managers

So is this real? Where do you come by the information?

Thread regarding Walmart layoffs

Talking Points Provided to Store Management

7 replies (most recent on top)

Post a reply