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What would you suggest Lidl management do to prevent others from leaving?

8 answers

  • Please do not compare or expect the world from us compared to other stores and realistic expectations. A store doing 160K a week versus a 200K a week store are never going to be the same no matter how you cut it. Every employee pool and location of store is different. Be sympathetic and understand every person has strengths in other areas, and most importantly; TRAIN US. Be patient with new staff, HIRE more staff.

  • Area managers have to remember they not own company, and they get pay becouse of us who working in the shops and wherehouses .

  • Respect their staff they have to realise they wouldn't have a company making millions or even billions a year on turnover if staff didn't put there time and energy into making this happen

  • Respect their staff far more. The stress they put on staff in terms of time constraints and leaving stores chronically understaffed horribly effects staffs mental health and wellbeing.

  • Management still need to be more relaxed and friendly. Put some of the mental health training they received early 2019 into practice!!!!
    Rotas are a massive issue..once they are released THEY SHOULD STAY THE SAME and people should be ASKED IF THEY CAN WORK BEFORE ANY CHANGES ARE have created a new disorder ROTA ANXIETY!!!!!

  • Treat people more fair and with bigger respect, specially if somebody work hard

  • Changing your work culture entirely and hire more staff. The whole system needs to change. You can't protend to the public that you are a progressive supermarket and then treat your staff like dogs behind close doors.

  • Treat them with some more respect and get to know them as people. Let them enjoy their days off and have a little bit of routine to rotas.

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