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

60 answers

  • The management should have an open door policy in place.
    Where you can speak in private about any problems in your workplace or at home.

  • Stamp out bullying,all staff treated fairly not just managers favourite and friends

  • Look at management! Wilko employ managers across the whole business, with little to no people skills. Extreme hierarchical attitudes and a bullying culture in some teams - look at head office.
    Total lack of respect of team members work life balance, people that like to see their children need not apply. Teams are stretched too far - no replacement of staff that have left leaving junior team members to pick up a much senior role with no additional pay/support for the extra responsibility/workload. Basically, review your values and anyone above a red grade should learn what they mean and then live them. Family run it maybe but your management teams are not family friendly or respectful of your teams hard work in any way, shape or form.

  • By not getting a formal warning for being off for 2 sick days in a year. Threatened with sack if you dare to be unwell on your shift days...
    Don't think customers want to be coughed and sneezed on do you....

  • Offering staff that have proved them selves to be reliable and hard working more hours would help...
    We have lost so many people that were actually good at and cared about their job in our store because the managers are not allowed to contract them at more than 16 hours a week.

    Constantly replacing them and getting stuck with people that are totally useless and only ever do the bare minimum...

    The company is not going to do well if people continue to come in for 3 - 4 hour shifts and dont care about the job because "i'm only here for 3 hours". I get that it's easier to cover smaller shifts if there is sickness.. but no one can actually LIVE on £130 a week, only survive.

  • More hours

  • Stop telling them "if you don't like it leave" or "you know where the door is"

  • Be more understanding with shy staff members, it can be very hard asking questions especially if management look at you as if they could be doing something else rather than helping you, it's a quick and simple answer sometimes, and I feel like more understanding and compassion could go along way when the talk to you.

  • By asking staff in a meeting you call to say what they would like in an ideal world so as to find people who prefer weekends and those who prefer no weekends to organise rota's accordingly. Apply same rule of thumb to people who prefer early shift and those who prefer late. Written signed agreement for their chosen final decision. Be truly predictably firm and predictably fair. No ego nonsense. Reward flexibility with longer break.

  • Listen to your workers and don’t ‘ punish ‘ them for taking one sick day in an entire year by taking away all their shifts.

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  1. What would you suggest Wilko management do to prevent others from leaving?