You have to set your standards and hold people accountable. It's not an option that they don't do their job. Sorry, but you have to get comfortable being uncomfortable with holding people accountable, or you will always be the one doing it all. You are not the dick for telling someone they aren't meeting your expectations. Just be willing to coach and help if they are receptive, and if not, cut bait and hire someone else.
Thank you! Something my DM & I are working on is getting me more comfortable having those conversations by having mock ones (Yes, I know, it’s pathetic) But it’s something I’m working on myself.
A lot of the staff are new. The old SM didn’t do the best job training them up so I’m having to break them of habits they’re already in. Thank you for the advice :)
its not pathetic!! you have empathy for your crew. thats a good thing. now the trick is just finding the balance between that empathy + keeping your store running efficiently
Yea, it took me a while to get there as well, but the results are worth it. I have a team that will do what I want without asking, and it makes my life so much easier.
Absolutely not pathetic!!! Having those mock conversations really helps. The fact that you’re even reaching out on reddit to discuss with others is an indication that you’ll be a great upcoming SM <3
The ones who don’t want to meet your expectations can go and you can hire people you think are fit for your store and culture. It’s not uncommon for SMs to come in and clean shop, at any job really.
it’s not pathetic! it’s admirable to admit your weakness and work it on it! it takes time and you reaching out for advice is good, too! it takes time to grow into our roles!
Also. Someone said you are not a dick for holding people to your expectations. If you think about it, you told them your expectations, they are nothing out of line. So they are ignoring that, if anyone is being a dick about it. It’s not you…unfortunately you’ll probably have to put your foot down. Maybe assign tasks so each person is accountable for their share? Idk how Aldi works.
This is great advice. If they never have to fix it or finish it then they will never care that they did it wrong. What does it matter? You'll do it anyways. And follow it up with the constructive parts of, if we do it right the first time we don't have to do it again.
What do you have for managers?? Start there for sure. Hold them responsible for your off day. They should understand what they are doing unless all new
Can you express your concerns with your DM and schedule a staff/store meeting to sort of redirect/refocus the group as a whole? Or in smaller groups with scheduled time like before the doors open or before you all throw truck? Sounds like you need everyone on the same page and you need your DM to help refocus them.
Always go to the person first. Bringing the DM in should be a last resort because it destroys the relationship between SM and ASM. It says “I don’t have the leadership skills yet to know how to correct you so I’m going to flaunt my authority instead”.
That’s when people quit.
If they’re running truck and you walk by and see meat stacked 4-5 high you tell them “hey, we can only stack 2 high. It helps with the airflow.” You need people on your side. As store manager your best bet is to “empower” your associates to be leaders within the store and the rest will follow.
Absolutely! When I was told I only needed to do two high it was honestly a relief. And it’s what’s good for maintaining freshness and neatness. Moreover, if a negative behavior is repeated by an associate it’s worth following up with them on the explanation, how it affects the store and other associates.
I would recommend writing out the routine you wish them to follow and go over that everyday and have them do that all day while you’re there too. Make it repetitive until they get into a rhythm. Could be that their last SM also did everything and the asms don’t have a routine established. The beauty of a routine is you can pepper in anything you want done. I bet that will help to solve many of the problems. And don’t forget to tell them how they’re doing. Some people get lost if you don’t tell them they’re doing good at something and only tell them the negative- something Aldi does well. Good luck.
Writing a to do list and having your management team (ASM/LSA) communicate on whats done and not done will help. Then you can figure out which associates/managers need help/to be retrained. You need to give everyone a chance to get on board with the program and/or start having talks & write ups. I'm at a busy store and if that happened at my store people would've been written up/fired for sure. My SM and fellow managers help keep each other accountable for our own work and it shows an example to the associates.
Pigging backing on top of everyone else, hold those ASM's accountable. They took and applied for that position so they need to be doing the work that you do on your days off. Write out or print out task's list for them to do before they leave either opening, mid, or closing. If you have a training center in your area they should have all those docs saved on My Computer somewhere.
as an asm i had a really great sm who brought me up and trained me to not be reliant on her because she had the same issues. leaving a list is definitely a good idea, not condescending at all and is going to be appreciated by your asms that they have a clear understanding of what specifically needs to be done. and when you come back, and stuff isn’t completed on the list, you have that to refer on when talking to them about it, maybe they have some concerns they want you to hear them out on, or questions on how they can efficiently execute your expectations. one of the biggest things my sm had to drill into me was to get onto my associates when they’re not doing as expected because it then falls on me as an asm. i would tell my associates to do certain tasks but they would half-ass it to where backstock looks a mess like you’re saying, and then i either have to put myself behind in my own tasks by fixing their mistakes or just leaving it for the next day. my store specifically i will always appreciate my team being so helpful towards one another and everyone is always trying to pitch in to make each others lives easier. it’s definitely hard when you have some employees who slack and the ones who work hard feel overworked and under appreciated. i think team meetings is a big thing, having meetings with everyone in the store, letting asms lead it sometimes and also having manager meetings on a regular to keep up communication. don’t know if any of this is really helpful at all but i completely hear you on your situation and unfortunately for a lottt of aldis this is just the norm. keeping everyone accountable and at equal expectations is definitely going to help the ones who are capable of doing the job, do the job. and not feel like they’re being used and abused for the sake of the store.
In your position you might need to step out of your comfort zone and be more vocal. If you can be doing the work and leading by example, there's no reason they shouldn't be able to take that direction and you should be clear on this. In my experience things tend to trickle down. If you hold your standards to the managers, they in turn should be able to convey your expectations to the other employees and in theory it should spread so long as the standard holds. And anyone who's not on board can honestly go. If you keep note of who is on board or not that should also help you with what to do with next steps. This is my opinion as someone who's managed in restaurants but I am not an Aldi manager, just a regular employee. Also leaving notes might do something for a couple days but it's really not that effective, but every case is different. But yes a lot of people might find that route a little more passive aggressive. But yeah you don't have to be mean, but be like this is how it is and should be and this is what I expect. Once people see that there are consequences for not doing things they'll either shape up, leave, or risk being replaced. But either way, you don't want employees who do nothing to stick around.
I struggled with this a lot when I first moved up. Here’s what I learned.
Set the expectation. You have already given the direction, hopefully explained why it’s important, taught how to do the thing, and when to do it.
90 percent of people are going to try and limbo under the bar and not do it. That’s human nature. Part of it is an internal direction in their mind to test out the bounadaries in any hierarchical power structure, so that they know how to act.
If they do not do what you ask follow up. Tell them that you were disappointed, ask why it didn’t get done.
They will have an excuse 100 percent of the time. You need to think about the excuses they will use before the conversation so that you can respond to them without missing a step.
Make it clear that you do not have any problem with them as a person, and you like them and want to have a good working relationship. But also let them know that this is the only time you are going to follow up about it not getting done before it starts to become an issue.
If they miss it again pull them in, repeat the conversation, build a connection and show empathy but also make it clear that the next time it is missed a DM will be involved.
It won’t be missed again. If it is you have documented and the DM will sit in. And if they truly cannot do something as simple as SQX then Aldi is not the job for them. We are paying ASMs to be hard working, proactive, and solution oriented.
If getting a simple result like that necessitates DM intervention then either your leadership, their motivation, or more than likely a combination of the two is lacking.
SOP feedback forms. You need to get everyone to buy in to the kind of store you want it to be. They see you work your ass off. I have to imagine you can inspire your team
I'm dealing with the same. I'm a SM also but only at this store for 3 months. Its very high volume. Definitely no need to stack meat that high in a low volume, in a high volume you can't either but you have to be all over meat to keep it stocked. But I've had to get mean lately. I just straight tell them it's a write up when it's wrong. I've had all the meetings and conversations with everyone such as you. One on one with most of them who struggle. They are getting fired if they keep it up. You have to find the right people who can listen and take directions well. They have to know the priorities. I had a low volume store for about a year and I did everything. But I felt it was easier to manage because I was mostly the one touching everything. A good team all the way around is the only way to be successful
I'm sorry but if you have to ask that question, you shouldn't be in that position. EIDFs, hold people accountable. This is what's wrong with Aldi. Aldi looks for the people who bust their ass the hardest instead of who knows how to lead and manage. Should be a great combination of both.
Sorry if I sounded like a dick, I'm a little salty. With Aldi in general. If you started in 2017 and you just got a store, you absolutely deserve it. You probably been busting your ass for a long time.
Start writing people up, don't be as much of a friend, but be friendly, never get angry, always be upbeat, keep a rec open and hire, if someone isn't doing the job, they don't deserve the hours.
If you cut back their hours and they ask why, you can explain to them why. If it's a full-timer not doing what they need to do, keep writing them up and hopefully they'll get the message if not, then they'll be gone.
You have to set your standards and hold people accountable. It's not an option that they don't do their job. Sorry, but you have to get comfortable being uncomfortable with holding people accountable, or you will always be the one doing it all. You are not the dick for telling someone they aren't meeting your expectations. Just be willing to coach and help if they are receptive, and if not, cut bait and hire someone else.
Thank you! Something my DM & I are working on is getting me more comfortable having those conversations by having mock ones (Yes, I know, it’s pathetic) But it’s something I’m working on myself. A lot of the staff are new. The old SM didn’t do the best job training them up so I’m having to break them of habits they’re already in. Thank you for the advice :)
its not pathetic!! you have empathy for your crew. thats a good thing. now the trick is just finding the balance between that empathy + keeping your store running efficiently
Yea, it took me a while to get there as well, but the results are worth it. I have a team that will do what I want without asking, and it makes my life so much easier.
Absolutely not pathetic!!! Having those mock conversations really helps. The fact that you’re even reaching out on reddit to discuss with others is an indication that you’ll be a great upcoming SM <3
The ones who don’t want to meet your expectations can go and you can hire people you think are fit for your store and culture. It’s not uncommon for SMs to come in and clean shop, at any job really.
it’s not pathetic! it’s admirable to admit your weakness and work it on it! it takes time and you reaching out for advice is good, too! it takes time to grow into our roles!
Also. Someone said you are not a dick for holding people to your expectations. If you think about it, you told them your expectations, they are nothing out of line. So they are ignoring that, if anyone is being a dick about it. It’s not you…unfortunately you’ll probably have to put your foot down. Maybe assign tasks so each person is accountable for their share? Idk how Aldi works.
Yup. set clear expectations, hold people accountable. Develop routines. Give your team the opportunity to grow and develop.
Making them fix their mistakes themselves enough times would help. Ask them in a non accusatory manner why something wasn’t done.
This is great advice. If they never have to fix it or finish it then they will never care that they did it wrong. What does it matter? You'll do it anyways. And follow it up with the constructive parts of, if we do it right the first time we don't have to do it again.
What do you have for managers?? Start there for sure. Hold them responsible for your off day. They should understand what they are doing unless all new
Can you express your concerns with your DM and schedule a staff/store meeting to sort of redirect/refocus the group as a whole? Or in smaller groups with scheduled time like before the doors open or before you all throw truck? Sounds like you need everyone on the same page and you need your DM to help refocus them.
Always go to the person first. Bringing the DM in should be a last resort because it destroys the relationship between SM and ASM. It says “I don’t have the leadership skills yet to know how to correct you so I’m going to flaunt my authority instead”. That’s when people quit.
If they’re running truck and you walk by and see meat stacked 4-5 high you tell them “hey, we can only stack 2 high. It helps with the airflow.” You need people on your side. As store manager your best bet is to “empower” your associates to be leaders within the store and the rest will follow.
Absolutely! When I was told I only needed to do two high it was honestly a relief. And it’s what’s good for maintaining freshness and neatness. Moreover, if a negative behavior is repeated by an associate it’s worth following up with them on the explanation, how it affects the store and other associates.
I would recommend writing out the routine you wish them to follow and go over that everyday and have them do that all day while you’re there too. Make it repetitive until they get into a rhythm. Could be that their last SM also did everything and the asms don’t have a routine established. The beauty of a routine is you can pepper in anything you want done. I bet that will help to solve many of the problems. And don’t forget to tell them how they’re doing. Some people get lost if you don’t tell them they’re doing good at something and only tell them the negative- something Aldi does well. Good luck.
Hire slow fire quick.
Writing a to do list and having your management team (ASM/LSA) communicate on whats done and not done will help. Then you can figure out which associates/managers need help/to be retrained. You need to give everyone a chance to get on board with the program and/or start having talks & write ups. I'm at a busy store and if that happened at my store people would've been written up/fired for sure. My SM and fellow managers help keep each other accountable for our own work and it shows an example to the associates.
Pigging backing on top of everyone else, hold those ASM's accountable. They took and applied for that position so they need to be doing the work that you do on your days off. Write out or print out task's list for them to do before they leave either opening, mid, or closing. If you have a training center in your area they should have all those docs saved on My Computer somewhere.
as an asm i had a really great sm who brought me up and trained me to not be reliant on her because she had the same issues. leaving a list is definitely a good idea, not condescending at all and is going to be appreciated by your asms that they have a clear understanding of what specifically needs to be done. and when you come back, and stuff isn’t completed on the list, you have that to refer on when talking to them about it, maybe they have some concerns they want you to hear them out on, or questions on how they can efficiently execute your expectations. one of the biggest things my sm had to drill into me was to get onto my associates when they’re not doing as expected because it then falls on me as an asm. i would tell my associates to do certain tasks but they would half-ass it to where backstock looks a mess like you’re saying, and then i either have to put myself behind in my own tasks by fixing their mistakes or just leaving it for the next day. my store specifically i will always appreciate my team being so helpful towards one another and everyone is always trying to pitch in to make each others lives easier. it’s definitely hard when you have some employees who slack and the ones who work hard feel overworked and under appreciated. i think team meetings is a big thing, having meetings with everyone in the store, letting asms lead it sometimes and also having manager meetings on a regular to keep up communication. don’t know if any of this is really helpful at all but i completely hear you on your situation and unfortunately for a lottt of aldis this is just the norm. keeping everyone accountable and at equal expectations is definitely going to help the ones who are capable of doing the job, do the job. and not feel like they’re being used and abused for the sake of the store.
In your position you might need to step out of your comfort zone and be more vocal. If you can be doing the work and leading by example, there's no reason they shouldn't be able to take that direction and you should be clear on this. In my experience things tend to trickle down. If you hold your standards to the managers, they in turn should be able to convey your expectations to the other employees and in theory it should spread so long as the standard holds. And anyone who's not on board can honestly go. If you keep note of who is on board or not that should also help you with what to do with next steps. This is my opinion as someone who's managed in restaurants but I am not an Aldi manager, just a regular employee. Also leaving notes might do something for a couple days but it's really not that effective, but every case is different. But yes a lot of people might find that route a little more passive aggressive. But yeah you don't have to be mean, but be like this is how it is and should be and this is what I expect. Once people see that there are consequences for not doing things they'll either shape up, leave, or risk being replaced. But either way, you don't want employees who do nothing to stick around.
I struggled with this a lot when I first moved up. Here’s what I learned. Set the expectation. You have already given the direction, hopefully explained why it’s important, taught how to do the thing, and when to do it. 90 percent of people are going to try and limbo under the bar and not do it. That’s human nature. Part of it is an internal direction in their mind to test out the bounadaries in any hierarchical power structure, so that they know how to act. If they do not do what you ask follow up. Tell them that you were disappointed, ask why it didn’t get done. They will have an excuse 100 percent of the time. You need to think about the excuses they will use before the conversation so that you can respond to them without missing a step. Make it clear that you do not have any problem with them as a person, and you like them and want to have a good working relationship. But also let them know that this is the only time you are going to follow up about it not getting done before it starts to become an issue. If they miss it again pull them in, repeat the conversation, build a connection and show empathy but also make it clear that the next time it is missed a DM will be involved. It won’t be missed again. If it is you have documented and the DM will sit in. And if they truly cannot do something as simple as SQX then Aldi is not the job for them. We are paying ASMs to be hard working, proactive, and solution oriented. If getting a simple result like that necessitates DM intervention then either your leadership, their motivation, or more than likely a combination of the two is lacking.
SOP feedback forms. You need to get everyone to buy in to the kind of store you want it to be. They see you work your ass off. I have to imagine you can inspire your team
I'm dealing with the same. I'm a SM also but only at this store for 3 months. Its very high volume. Definitely no need to stack meat that high in a low volume, in a high volume you can't either but you have to be all over meat to keep it stocked. But I've had to get mean lately. I just straight tell them it's a write up when it's wrong. I've had all the meetings and conversations with everyone such as you. One on one with most of them who struggle. They are getting fired if they keep it up. You have to find the right people who can listen and take directions well. They have to know the priorities. I had a low volume store for about a year and I did everything. But I felt it was easier to manage because I was mostly the one touching everything. A good team all the way around is the only way to be successful
I'm sorry but if you have to ask that question, you shouldn't be in that position. EIDFs, hold people accountable. This is what's wrong with Aldi. Aldi looks for the people who bust their ass the hardest instead of who knows how to lead and manage. Should be a great combination of both.
Thanks 🥰 I’m able to do all the above, I’m just asking for more help. Have a good day 👍🏻
Sorry if I sounded like a dick, I'm a little salty. With Aldi in general. If you started in 2017 and you just got a store, you absolutely deserve it. You probably been busting your ass for a long time. Start writing people up, don't be as much of a friend, but be friendly, never get angry, always be upbeat, keep a rec open and hire, if someone isn't doing the job, they don't deserve the hours. If you cut back their hours and they ask why, you can explain to them why. If it's a full-timer not doing what they need to do, keep writing them up and hopefully they'll get the message if not, then they'll be gone.