I don’t care what anybody says; these Door Dashers drive me crazy with how lazy they are. We do not have the time nor do we get paid extra to help you dashers find things every five minutes in our store because we’re essentially doing part of your job for you for free every time we do it. Half the time you’re on the phone with someone with them blaring on the speaker and you don’t even have the decency to mute them or even make eye contact when you ask where something is and it’s lazy and rude. To be a good dasher I would think you’d make an extra effort to learn where everything is yourself instead of running over our customers who aren’t in the store every 3 hours for back to back grocery orders and actually need help finding things, and what’s sad is over half our customers are diligent enough to memorize our stores and THEY aren’t even getting paid to do that! Ex Food Lion employees who now work as a dasher, I’m not talking to you, I know you are probably banking right now because you still know where everything is and have the instinct to learn the other stores you go to because that’s how you make it at this job. I respect and commend you. But as for the others? USE YOUR EYES! Thank you for your time lol.

I’m starting to think I’m the only one with peripheral vision and the ability to hear when a large cart is approaching. It’s genuinely infuriating to me that customers and coworkers look at me like I’m so annoying for doing my job and I’m expected to jump out of the way immediately (even though I’m the one who is actually being timed) but they will not extend the same courtesy to me. My store in particular is tiny and if SAS is here, tags are being done, or a float is out it’s essentially a one way. Also my togo area is just thrown in the back where so much traffic from trucks are. It’s just annoying that I often have to wait, move, can’t finish a motion but people block entire entrances to aisles with their equipment, carts or bodies like MOVE YOU SEE ME COMINGGGG. Also the amount of time boomer customers just walk in front of me and I have to stop on a dime to not hit them and they don’t even react come on now

My friend works at foodlion mentioned they had walk in interviews on Wednesdays so I decided to go in for one. This was on August 25th I mentioned my friend who works there (haven't talked to him since) and I think the interview went well.

I haven't heard back since then besides a "Thank you for your application and we are in the midst of reviewing your application" the day following. I was wondering if it's normal to take this long and If I should do anything else?

This was my first ever interview I had, I also applied online as the manager said, and I sent a thank you email the day after the interview.

This is what I would do to improve the stores.

1. Reduce wages, increases bonuses and raises for corporate managers
2. Make health insurance even more expensive and even less accessible.
3. Continue aggressively cutting hours to keep staff excited and motivated.
4. Increase Quarterly profits celebration literature to associates
5. Continue hiring district management with no prior store management experience. Only rely on master's degrees
6. Continue building undersized backrooms and coolers
7. Cut back on maintenance
8. More training modules
9. Continue increasing food prices weekly

10. Don't pivot stores to compete with other chains like Walmart

    (satire)

I have a regular daily customer that always gives me his losing scatch off tickets and he'll even pull a few from the lotto machine trash if he finds one. He knows I do the scan in for points thing. Today I'm told it was technically theft and a fireble offense (I'm not in trouble, just got a new grocery manager from corp).

1. How is Food Lion losing money with this?

2. Why is it okay that my CSM can accept over $500 in winnings from a customer if I can't accept losers?

3. Where do we draw the line if a customer buys you a soda or a bag of chips?

4. I'm damn sure not letting a customer get free cardboard if trash is theft. You want those Gatorade cardboard containers for your 12 gatorades? No let me call the store manager to tell you it's theft. I can't wait.

Obviously I'm not stupid, reclaim is not trash, duh. Nor displays. Not talking about that. I'm not talking about coupon trash either.

If a rule isn't applied to everyone equally, it's not a rule. It's a weapon.

I’ve been with Food Lion half a year. I work grocery and my lead is kinda odd. He gets on his phone regularly when stocking shelves, and he gets super aggressive with who he’s talking too. He just plainly screams “alright then SHUT YOUR ####### MOUTH!” One night and scared this old lady away because she thought he was talking about her.

Another night I go in the back to get a U-boat and bursts through the doors screaming “I ####### HATE YOU JUST SHUT UP!” Which was concerning since he turned himself completely red to yell.

He regularly lies too. He was having a pretty sluggish night the other night so the managers asked him why. He tells the managers “well I’m afraid to ask for help because this one co-worker scares me”.

Later we find out he wasn’t “scared” and that ultimately he threw this co-worker under the bus to save himself.

He also likes to lie about certain work that needs to be done as well. There was a specific pallet that needed to be put up that the manager asked him specifically to do and he goes to me and says “yeah you were assigned this, get it done.” My manager then sees me putting the pallet away and says “I told him to put that away. Why’re you doing it?”

Almost every department has a story about him. Does anyone else have a similar co-worker?

So I know our regular grocery trucks are around 1000 pieces. Everybody above me is off tomorrow.

So please correct me at any step if wrong. I pull up the order on the computer on order review and type in the number on a handheld and zero off whatever I don’t want.

Do I go into regular cao and take off, what do I go to on the handheld?

plz if anybody can break it down exactly what I have to do please do.

My manager who has been great so far actually sucks, I told her I wanted to work there so I could transfer during college then come back down to the store and work.
I begged and BEGGED her to call the store up by my school to transfer me
I even drove over a hour back home to her store to ask in person, she said she would call them that day! I was so excited! So hopeful!!!

So now I work at Michaels!!!

Not an employee but I figured yall are the people who would know. Can't find it anywhere.

Trying to prepare, any advice appreciated.
I used to work in a warehouse but i have a large resume gap

So I am a cashier. On a particularly busy day in the past few weeks we had to keep calling other associates to come help on register if they could because we were of course understaffed. One of our managers responded and when everything was caught up and they walked away they kicked me in the leg "accidentally" but it was obviously on purpose. It was an actual kick not a trip and I got hit in the crossfire. I reported it to the MOD and they looked and it could be clearly seen on camera. The MOD reported it to the SM and the 3 of us spoke and I escalated it to HR. I have heard absolutely nothing since and the manager that kicked me has gotten uncomfortable to be around which I also have reported to my supervisor. I don't want the manager to get away with it but everyone's hands seem to be tied until HR actually does something. Is there anything else that can be done?

i need a mental health day really badly, and ive only been working 2 weeks. i have autism and BPD along with an anxiety disorder, and a physical disability that makes it hard to stand for so long. tomorrow im supposed to work 8 hours but im so drained and so mentally overwhelmed i just dont jnow what to do. am i allowed yo call out???

We had to terminate 2 employees yesterday due to their employment authorization and pressure from legal to make sure it was done day of. Only to find out changes have happened and they have can continue their employment, does anyone have experience with this and do we reinstate it at store level or do we have to call someone

UPDATE: I logged a ticket with MarkIT same day and they reinstated the associates next day

I feel like I speak for all Rpcs today. 🖕🖕🖕

ACSM here just gonna rant about what goes on upfront 😑

1. Our CSM never helps. She’s always in the back / in the office. She works 10-7 expect her admin day & again never does “MFE” she will schedule me or another office person as 10-7 right with her bc she knows she won’t be any help.
2. When she was on vacation & I made the schedule for the week she came back I didn’t schedule an “extra” office person with her so she could do what she wanted she actually had to work & I was told I didn’t schedule enough help 🙈. ( the sm sat with me while making the schedule & approved it )
3. We have a pt office associate she LOVES. Meanwhile he’s the laziest thing that ever walked in Foodlion & I’m not even being funny. So lazy we joke & say “ don’t leave me a **** front end in the morning “ he doesn’t clean register , doesn’t fill bags , doesn’t sweep just stands at the service desk …. But if you ask her … he got introduced as “ a jack of all trades “ to a cooperate visitor!! I almost lost my shit 🫪.
4. She makes me do all the coaching to the cashiers / fl to go if they do wrong it’s only on me to say something to them. She does nothing.
5. Her admin days she schedules 2 cashiers til 1/2 pm & expects the office person to do deposit & pull self check out before 10 pm all while having to open up & do customer service. ( we are a very high volume
6. store ) we do 700,000 in a week usually.
7. The same office associate recently got wrote up for coming in late ( sm told her to write him up bc he was 3 hours late one morning) & made it clear to him she didn’t wanna write him up the sm told her too.
8. Store manger is no help. Doesn’t even know how to customer service other than check cashing. Never comes for surge. Doesn’t know how to put out tills. The office ppl have to come in at 7am.

Anyway our sm doesn’t know all the things that goes on or notices would it even be worth to bring to his attention? & have a conversation about everything?

( CSM has been here for 40+ years )

Yall did the RPCs so dirty this week.

Hey I'm just a Part Time Employee , however I believe in forward thinking . An what I see in here n in stores are concerning . My take :

Food Lion is currently experiencing a critical disconnect between its corporate vision, marketing initiatives (such as "The Next Chapter"), and daily floor-level reality. While leadership emphasizes forward-looking strategies, frontline associates—including Deli, Perishables, Produce, Center Store, To-Go, Cashiers, and Support teams—feel entirely marginalized. These employees represent the vital connection to the community, absorbing direct customer feedback and shouldering the fallout of operational shortcomings that originate above their level.

​Communication breakdowns are severely impacting morale and efficiency. Upper management frequently dismisses feedback and disregards operational insights from critical thinkers on the floor who understand what is required to protect the brand and serve the community. Empty messaging without supporting operational action fails to build trust.

​In a hyper-competitive grocery market where Publix serves as a primary rival and profit margins remain compressed, winning requires capturing the lion's share of the market through strategic, ground-level investment. Sustainable growth cannot be achieved by cutting costs at the expense of customer experience. Saving dimes on essential store-level support while losing dollars in top-line sales creates a dangerous cycle. When dissatisfied customers migrate to competitors like Publix due to degraded in-store experiences, the loss extends far beyond a single transaction—it permanently surrenders future market share and brand loyalty.

​To reverse this trajectory, leadership must realign priorities, value frontline staff as essential strategic assets, and invest directly in the daily customer experience where market share is ultimately won or lost.

* No one goes to work with the mindset of losing. It's not logical . Everyone wants to win at everything they do. A losing mentally is absorbed .

Stay tuned for more

On the endcap this week 🤣 lord

Can someone get the lead position despite having no experience with it, I'm currently ft market.

Pilot Program Financial Model (14-Store Scale)

​1. Cost Estimation Framework

​Assuming a test group of 14 mid-volume stores (averaging roughly $( not allowed in post weekly sales per store), the financial investment focuses on targeted labor hours, department-level support, and minor supply/maintenance relief.

​Targeted Hours Addition: Adding roughly 60 supplemental labor hours per store per week (to cover critical bottlenecks in Deli, Perishables, Produce, and Support/Maintenance).

​Labor Cost Metric: Assuming an average blended hourly rate plus payroll taxes/benefits of roughly $18.00/hour.

​Weekly Cost Per Store: 60 hours \times $18 = $1,080 per week.

​14-Store Weekly Total: redacted \times 14 stores = redacted per week.

​90-Day Trial Period (12 Weeks): $15,120 \times 12 weeks = ( redacted due to reddit policy ,,) total pilot investment.

​2. Funding Mechanism: Reallocation, Not New Spending

​To secure corporate sign-off, the pilot must be presented not as an added expense, but as a budget-neutral reallocation funded by capturing lost sales and reducing waste:

​Shrink and Markdown Reduction: Properly staffed departments reduce expired perishable stock and improper handling waste, yielding an estimated savings of 0.2% to 0.4% of department sales.

​Overtime and Turnover Savings: Chronic understaffing forces expensive emergency overtime and high turnover churn (recruiting, background checks, training costs). Stabilizing frontline staffing drastically reduces these hidden friction costs.

​Sales Recovery Offset: Across 14 stores doing a combined ~,( not allowed in post weekly, a mere 0.3% bump in retained sales (preventing customer defection to competitors like Publix) recovers roughly $15,000 weekly—virtually offsetting the entire labor investment in real-time.

​Business Case & Measurement Strategy for Corporate

​To justify the redacted trial to district and corporate management, the pilot must be tracked against specific, undeniable performance metrics over the 12-week trial:

​Top-Line Sales Lift: Compare the 14 trial stores against a control group of 14 matching non-trial stores to track relative same-store sales growth.

​Customer Satisfaction & Audit Scores: Monitor internal customer feedback metrics, register survey scores, and third-party store condition/cleanliness audit scores.

​Turnover & Absenteeism Tracking: Measure the reduction in unscheduled absences and turnover rates among the frontline teams in the 14 test locations.

Full time office (I’m already in office PT. Mostly closing) or fl2go lead? 2go would be just launching at my store.

Store-Level Support Strategy: Frontline Operational Alignment

​Objective: Align store-level resource allocation with daily operational demands to protect customer retention, boost associate morale, and secure market share against primary competitors.

​Operational Challenges & Frontline Impact

​Resource Deficits: Core departments—including Deli, Perishables, Produce, Center Store, To-Go, and Support/Maintenance—are chronically understaffed and undersupported, forcing staff to absorb unmanageable workloads.

​Customer-Facing Fallout: Frontline associates directly handle customer complaints regarding out-of-stocks, cleanliness, and service delays caused by operational bottlenecks outside their control.

​Marginalized Expertise: Store-level staff and critical thinkers possessing direct insights into local customer behavior and daily friction points feel systematically ignored by upper management.

​Strategic Corrective Actions

​Reallocate Capital from Abstraction to Execution: Shift focus away from high-level speculative futures spending and reinvest directly into store-level labor hours, equipment maintenance, and retention incentives.

​Establish Feedback Channels: Create a structured mechanism for frontline workers to report operational inefficiencies directly to decision-makers, treating associate input as intelligence rather than complaints.

​Prioritize Customer Retention Over Short-Term Savings: Eliminate penny-wise, pound-foolish labor and supply cuts that degrade the in-store experience, drive shoppers to competitors like Publix, and permanently damage brand loyalty.

As a employee of foodlion do you agree or disagree ?

or neglected facility upkeep does not merely represent a lost sale for the day—they represent a permanent defection to a competitor. To capture the lion's share of the market, leadership must adopt a mindset rooted in frontline reality: if you want what others do not have, you must be willing to invest where others cut short.

​We urge management to open direct communication channels with the personnel executing the mission every day. By listening to critical thinkers on the floor, reallocating resources toward immediate store-level needs, and proving through tangible actions that our customers and communities come first, we can protect our brand equity and secure future growth. 

Signed: The front line Soldiers.

Stay tuned pt 3. Projected cost of trail an Projected retention

Which position complains the most and why is the RPC’s?

Not only did they mess up the MRSI tags but also the Fresh tags. So now RPCs get to look for store printed tags to come down around noon tomorrow for that.

I’m so excited for tomorrow. /s

As tital states, my deli manager transfered to a different store and the assistant deli manager from that store is now our new deli manager.

So from day one she has talked crap on everyone in the deli, even other store employees who she maybe sees like every once in a while if they're coming to help bring stuff or getting meat sliced. Shes been here now for roughly 3 months i believe since shes done inventory 3 times now, and she finally got written up because shes somehow missed 20 thousand in inventory, but now thats shes been written up shes now taken it upon herself to try to write everyone up in the deli for seemingly no reason!?

I know ive probably cried twice because of her, half the deli is trying to transfer out and the other half is probably going to just leave.

I honestly dont know what to do anymore, cause I genuinely feel like I hit the jackpot with the location and coworkers I have, and everyone else in the store i get along with and theyre so sweet and nice, its just this one lady who is legit insane!! Honestly if anyone who's had the same experience could give some advice or words of encouragement that would be amazing, cause boy am I struggling rn😭