Questions and Answers about HEB

Here's what people have asked and answered about working for and interviewing at HEB.

View all 353 questions about HEB

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

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21 answers

When an employee has a friend in the regional office and asks for their advice, management should not retaliate because they're questioned about it. They should try to resolve the problem.

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Management needs to stop targeting partners to harass (letters to file, writeups, interrogations) for not meeting sales goals. If a department manager is concerned about their numbers, they'd stop hiding in the manager's office talking trash about partners, texting, and playing on Facebook, and actually become fully engaged in the day-to-day operations of the department.

Also, don't always schedule the same partners to close all the time, while the department manager sets a consistent hourly opening schedule with consistent days off each week for themself. It's not fair that only the department manager gets to achieve work-life balance.

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2
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Hire full time

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4
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Don’t let the supervisor take over because they want us to do their job for them

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2
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Stop showing favoritism. It should be about job performance, not about rather you like someone or top. Get rid of the people who are toxic. HR department needs to actually do their job when employees have concerns.

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3
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Sit and talk and try do resolve the situation

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3
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Stop showing favoritism, promote the best employees instead of the favorites and don’t micromanage. Talented people do not need micromanagement, they need advancement!

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7
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Offer full-time to hard working employees.

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7
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Need to stop showing favortism and managers need to take more time in finding out what position their employees will excel and not cut there hours so they have to quit or look for something else I was a warehouse manager at my former job where I took time to get to know my employees and fit them in the positions that they would excel at. One of my former experience with and employee was that he was the worst stocker I had in my warehouse where I had personnally sat down with him and talked about his preformance and chance to try something different in the company so there was a chance for him to transfer to the delivery department with the exception that if he didn't improve we would have to let him go. And I was proud of him went he became the best leadman delivery driver our company ever had. Reason being was that he was trained right by and other outstanding employee. And that is one thing HEB needs to work on of the things that HEB does not do is properly training an employee. I personally was not trained right at all plus a lot of other employees before me said the same thing. So when they get on to us for not doing something wright or need to get faster we employees become discourged and thats when we lose good people because of lack of training and that is unexceptable. And for HEB being a well known magor company that should not happen that's where HEB drops the ball. So corporate office needs to look in to that especially in the Rio Grande Valley (Palmhurst tx)

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9
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Research the living wages of your cities. I live in a city where the living wage is $13.50 and I am getting paid $11.8 at HEB. I don't want to leave HEB, but I really have no choice.

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