(USA) Team Manager Developmental
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Job Summary
Position Summary...
What youll do...
Front End Controls & Process Execution Leadership Expectations Leadership Accountability Leadership roles carry additional responsibility to ensure we are following company guidelines at all times. As leaders we are expected to model the right behaviors and hold ourselves and others accountable. Integrity & Control Execution Front end controls must be executed with consistency discipline and integrity. We cannot put ourselves or the company in a position of risk due to shortcuts forgetfulness or lack of follow-through. Asset Protection & Risk Prevention We must never open ourselves up to opportunities for theft or shrink due to poor processes or decisions. This includes: Handing off access to live locks Opening cages and leaving them unattended Allowing untrained associates to organize add item numbers or work restricted areas High-Dollar Merchandise Handling If a cage is open a member of management or leadership must be present at all times with the associate. I have observed cages open with hourly associates and not a MTL present. High-dollar merchandise must be: Put away promptly Not left overnight Not ignored or delayed Process Discipline & Urgency We must make a consistent intentional effort to get things done timely and correctly. Delays shortcuts or well get to it later cannot be the standard. Key Control Expectations Leadership is responsible for: Properly checking keys in and out Securing and returning keys correctly Following key control process every time without exception Leadership Standard We must recognize that as leaders in this building: We are held to a higher standard We cannot allow errors due to inattention convenience or lack of urgency Execution and accountability are not optionalCash Office Training & Development Expectations & Next Steps Upcoming Best Practice Training Session On Tuesday January 13 at 8:30 AM a Best Practice Manager will be on-site to help facilitate additional cash office training. This session is designed to: Address any gaps Answer any outstanding questions Reinforce proper processes and expectations Ensure full confidence in execution of the role Pre-Work Expectations I expect you to submit any questions concerns or topics you would like covered before the session so we can prepare in advance and make the training as effective as possible. Expected Outcome of This Training At the conclusion of this session I expect you to: Be comfortable and confident executing the cash office role Have clarity on the process and expectations No longer feel that you cant do this part of the job Execute consistently and correctly without hesitation Consistency Ownership & Communication There is an expectation of: Consistency in completing cash office duties Stronger teamwork between you and your peers Clear and immediate communication when discrepancies or issues arise Cash Office Standards Cleanliness & Organization The cash recycling room must be maintained at a top-tier standard at all times: Clean Organized Free of clutter Well maintained and professional Current observations that must be corrected: Paperwork scattered across desks Boxes and coins left out Loose coins behind machines Overall inconsistent organization This is a business-critical controlled environment it is not optional to keep it clean and organized. High-Dollar Merchandise Handling High-dollar merchandise should not be left in the cash office longer than absolutely necessary ideally no more than a few hours. There must be greater urgency around getting this merchandise secured in the lockup cages. Reminder: Not everyone has access to live locks The merchandise team will assist with securing high-dollar merchandise when needed Control & Access Reminder Access to secured areas and live locks must follow policy at all times no exceptions.Front End Recognition & Awards Communication & Engagement Appreciation for Leadership Effort First I want to thank you for your leadership and engagement in helping build awareness around our challenges and goals. Commitment to Better Communication Going forward we will do a better job of: Communicating to you and the associates when recognition and celebrations are coming Making sure achievements and wins are visible and acknowledged Making Recognition More Visible & Intentional We will talk about wins and achievements more consistently in: Daily huddles Morning meetings Afternoon meetings Team meetings Leadership meetings Celebrating Success Publicly We will: Take pictures during celebrations Post them in Microsoft Teams Display them in the break room This is to: Show appreciation Build engagement Strengthen morale across the club Culture Expectation Recognition and celebration will be a consistent part of our culture not just something we do occasionally.Leadership Development Feedback Management Role DiscussionPurpose of This Conversation I want to be very transparent and direct so we can all understand and what to improve on This feedback is intended to be: Honest Development-focused Supportive of your long-term growthStrengths & Positive Leadership Behaviors You do a good job of: Providing the team with information about upcoming plays challenges and membership events Creating awareness and helping the team prepare for events and initiatives You show strong effort in: Wanting associates to look professional and represent the club well during events Raising the standard of appearance and presentation You demonstrate good engagement by: Wanting the team to perform together Posting pictures in the break room Creating daily themes and helping drive engagement during challenges These are all positive leadership qualities and show that you care about the business and the team.Key Development Opportunities & Concerns Perception of Favoritism There is feedback from associates and peers that some associates feel: You favor certain individuals more than others You spend more time with a specific group (for example coffee breaks or bringing treats for only part of the team going on lunch or breaks) Whether intentional or not perception matters in leadership. Even if this is not your intent some associates feel it is unfair. Associate Relations & Respect There have been associates who have come to leadership expressing concerns about: How they are spoken to Feeling disrespected at times Feeling treated unfairly As leaders we are held to a higher standard in how we communicate and how we make people feel. Execution vs. Process Discipline You have shared before that: You tend to overthink You rush to get results There are times when: The full process has not been allowed to play out Behavior or performance issues were addressed too quickly or without full follow-through Following Leadership Direction There have been times when: Leadership has provided direction Its unclear whether you fully agreed or fully understood The execution ended up going in a different direction than what was aligned Standards & Basic Leadership Expectations There are some basic standards that must be consistent for any leader including: Following dress code policy at all times Practicing the 10-foot rule consistently These are foundational leadership expectations and consistency here matters.Why This Impacted the Promotion Decision When we consider someone for a management role we look at: Consistency Trust Fairness Emotional intelligence Ability to follow direction How they are perceived by the team Right now the gaps in: Associate trust Consistency Perception And process disciplinecreated concerns about readiness for the next level.Development Message This is not a no forever. This is a not yet based on: Current behaviors Current consistency Current perception If these areas improve this absolutely can be revisited.Relationship Building Communication & Professional Maturity It is critical at the leadership level that you: Build strong relationships with your leadership team Partner with them rather than unintentionally pushing them away or isolating yourself Leaders who grow are leaders who: Seek feedback Ask questions Clarify direction Communicate openly when something doesnt make sense or doesnt feel right There is also an opportunity to: Get all the facts before drawing conclusions Communicate before assuming intent Avoid operating based on perceptions that may not be accurate Sometimes we: Feel a certain way about a situation Or believe something is happening When in reality it may not be true or may not even exist Leadership requires: Emotional control Maturity And the ability to verify clarify and align before reacting When concerns or frustrations come up the expectation is: Bring them forward Talk them through Dont let them turn into assumptions distance or disengagement At Sams Club we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind body and wallet!-Health benefits include medical vision and dental coverage
-Financial benefits include 401(k) stock purchase and company-paid life insurance
-Paid time off benefits include PTO parental leave family care leave bereavement jury duty and voting. You will also receive PTO and/or PPTO that can be used for vacation sick leave holidays or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws where applicable.
For information about PTO see - Other benefits include short-term and long-term disability company discounts Military Leave Pay adoption and surrogacy expense reimbursement and more.
Live Better U is a company paid education benefit program for full-time and part-time associates in Walmart and Sams Club facilities. Programs range from high school completion to bachelors degrees including English Language Learning and short-form certificates. Tuition books and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility see .
The annual salary range for this position is $62000.00 - $84000.00 Additional compensation includes annual or quarterly performance bonuses. Additional compensation for certain positions may also include Regional Pay Zone (RPZ) (based on location).
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Minimum Qualifications...
Outlined below are the required minimum qualifications for this position. If none are listed there are no minimum qualifications.
2 or more years of college; OR 1 years retail experience with 6 months supervisory experience; OR 2 years general work experience and 1 years supervisory experience; OR 1 years SAMS Club experience; OR 3 years military experience.Preferred Qualifications...
Outlined below are the optional preferred qualifications for this position. If none are listed there are no preferred qualifications.
Environmental Compliance or related field Retail profit and loss statement management experience Supervisory experience Warehouse experience with cold chain compliancePrimary Location...
301 Coit Rd Plano TX 75075-5711 United States of AmericaWalmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.Required Experience:
Manager
Key Skills
- Computer Hardware
- Fund Management
- Attorney At Law
- Jni
- Analytics
About Company
Walmart started with one man. In 1962, Sam Walton began with just one store and one mission: help people save money so they could live better. As a growing global digital enterprise and with over 11,500 stores, we maintain Mr. Sam’s vision, but now, we are able to help more customers ... View more
