WHY YOU AGREE
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The Value of Employees
I work at a large, chain grocery store. I am a merchandise clerk, which pretty much means I’m a low-end employee stocking shelves. I love my job and have been in my position since my store opened 2.5 years ago. Because it is a large store with multiple departments, I believe that a large percentage of the employees create 90% of the value. Our customers have a lot of needs and it requires a lot of people to fill those needs. If we had a smaller store or less customers, we wouldn’t need as many employees. However, that’s not the case. Customers need people in all the departments making sure that the shelves are stocked and helping them to find specific items. They also need cashiers and employees at the customer service desk. They need employees in the bakery and deli because that’s part of the experience that we give them. I believe that all of the job positions are vital to creating a successful business.
That does not mean that everyone lives up to their potential though. In my department there are six of us. We all have roles to fill and shifts that we take. Honestly, I am lucky because all of us pull our weight. We do not always get along and there are a couple people in our department who butt heads regularly. The work always gets done though. I see other departments that don’t work as hard, though. There is one department I can think of that is given more hours than my department, but it’s more hours than they actually need so they tend to spend a lot of time twiddling their thumbs, unless they decide to take the initiative and help out in another department — which is what they’re supposed to do.
People analytics could help a business by giving them information about how an employee is performing. This can help them make decisions. I have a coworker who slacked off a lot in my department. He had no drive, mostly because he didn’t like the department manager and she didn’t like him either. Because of this, the amount of work he did decreased. He was then moved to a different department where he feels he is more appreciated and he does really well! If an employee does poorly on a performance review, I think it’s beneficial to talk to them and see what the reasons are. Don’t jump to conclusions.