I worked at Fred Meyer from 2004 - 2006, 2007 - 2013. Most of that was in the Electronics Department and a couple of years in the Home Department. Kroger is the parent company and treats the departments accordingly. My apologies for errors, but I seem to recall that the Grocery section makes 50% of the store revenue. This ends up being a challenge for those in the non-grocery section. Grocery has a higher top out pay and more full time jobs. They also get more chances to get products that customers demand. In electronics and home, you have buyers with little to no retail experience making purchases for the company and market. This is why you will see so many items on clearance.
How do I know about the buyers? I worked at the Beaverton store and the Tigard store, with both having those folks show up to the stores. From their own mouths, they informed me that they went to college and then got the job or never worked in retail.
Beware of the small area stores, since there is no requirement for management changes. Some of these managers and store directors will have 10-20 years only 2-3 stores. This creates a corrupt cronyism factor that is impossible to avoid. In the large metro areas, the requirement is for management to transfer in 2-3 years or be transferred. The nuts and bolts: Love retail? It's going to take time to move up and escape the part-time status (I never did after 8 years). Sick time is some managed formula that requires 3 days of sick days before you can implement it. Varied schedules destroy any life balance, and you work every holiday and almost every weekend.
Starting out? Going to college? Good choice because you can go to school and work closing shifts. There are always positions for closing shift.
This is the Seattle, Lake City neighborhood store. I was promised 10 full-time days of training during the interview, I received 1 day. It was on the 4th day. Departmental manager would call in sick or help the graveyard shift workers. He was never around. I didn't know what the priorities of the job were daily. I just made it up. No one told me what the store intercom codes were. Only 1 worker/shift. It's a busy department. They need st least 2. Especially when one's new. I was thrown to the wolves. Again, no promised training. It's a dead-end position with little room for advancement. Who gets promoted is achieved by favoritism with the managers, not merit or work performance.
The smokers who were more than one-half the workers were given hourly breaks. I, a nonsmoker only got the required breaks. Management said that the smoking worker needs to be relaxed. I have no reason to take "extra breaks."
The workers, including management use profanity on a regular, casual basis. There is no intelligent conversation to be made. It's one reason why it's not a good place for a nutrition clerk if one is a college graduate (most of the workers are just high school graduates).
Moreover, the place was gross as the back room where the food was stored, there were many large rats roaming around. The place did not look clean. Additionally, only 1 employee bathroom for the entire store. It was unkempt.
care, find out what the employies would like to do to bring sales up , have department meetings when everyone can attend, not tell workers they irritate or bug or make me nervous, give all employes a chance to learn and do the job, alternate departments so everyone learns every job in evrey department , give all with company 5 years or more opptions, to 40 hours, higher pay, advancedment , input ,