Lidl reviews

Unclear promotional structure Previously, the promotional structure was murky. On purpose? You might be told, “if you do X,Y, and Z you might get a promotion!” and it’s a gamble whether its true or not. The carrot is only so effective when its crayons drawn on paper. New promotional structure The new promotional system is more clear, but the downside is that now more barriers are in place. It seems intentional to slow down labor cost increases. Pay And why is the promotional system so important? Because the pay is below competitive. Way below competitive. If you start as an analyst, it will be very hard to pay your bills. I needed a roommate. And then when I had some emergencies, my savings were wiped. For higher titles the pay isn’t bad. Senior Analyst title is competitive in DC (compared to Analysts). Check salaries for DC/Arlington and cost of living. Management seems to do ok, pay-wise. I was hired as an analyst. After a year of believing I would be promoted, I got the automatic 10% raise. This put me at the bottom of the DC pay scale. I since found a new job paying 25% over this 10% raise. Management Its unclear they know what they were doing. Back in the heady early days everyone got a promotion and so your manager might not be so experienced. Resting on its Laurels Lidl in Europe has a good system. They do well. They got rusty. They thought these successes would carry over to the US. How hard could it be? Just translate the product packaging to English right? Wrong. Another reason I left is job uncertainty. The 2018 realignment is not a good sign. All in all, the company is slow to change, invests in their people in some obscure ways (some free food/snacks, good benefits). But not in other tangible ways: clear feedback, competitive salary.

-The communication is poor at all levels and changes constantly, often with little to no notice to store staff or upper management. -Tyrannical leadership model based on fear. You will be yelled at constantly for even the most minor mistakes, even when there was never any official communication on how to do something (see above regarding communication). The blame always falls on the District Manager regardless of the problem. -The Human Resources team, with the exception of one employee, is a complete joke. Complaints will be shared with your managers, and VP, which only makes you a target for reporting what you believed was a valid complaint. I have seen several District Managers terminated for complaining about unfair treatment. -Employees are never paid on time. Pay issues have been happening since February of 2017; almost a full year now, and they still have not been fixed. I have had staff members face eviction, have their electricity shut off, and not be able to buy food for their families because they received either half their paycheck or no check at all. To compound the problem, payroll implemented a new policy where they won't pay an associate via immediate paycard funds unless the don't receive ANY money at all, forcing associates to have to wait an additional two weeks to receive their checks, all for a mistake that was caused by the company. I have had HR and payroll team members blame the associates several times for not having an emergency fund to cover situations like this, as if it were our job as managers to question our team's financial situation.