The Fresh Market Jobs & Careers


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12 days ago

Bakery Clerk Part Time - Store

The Fresh Market Livingston, NJ +8 locations

As a Bakery Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Bakery Manager… The Fresh Market


12 days ago

Deli Clerk Part-Time Store

The Fresh Market Towson, MD +11 locations

As a Deli/Prep Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Deli/CMS… The Fresh Market


10 days ago

Cheese Specialist - Stpre

The Fresh Market Plantation, FL

As a Cheese Specialist with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Deli/CMS… The Fresh Market


19 days ago

Grocery Clerk - Part Time - Store

The Fresh Market Charlotte, NC +6 locations

As a Grocery Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Grocery… The Fresh Market


9 days ago

Produce Clerk Part-Time Store #63

The Fresh Market Kildeer, IL

As a Produce Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Produce… The Fresh Market


25 days ago

Grocery Clerk Part Time - Store #07

The Fresh Market Columbia, SC

As a Grocery Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Grocery… The Fresh Market


14 days ago

Produce Clerk Part Time - Store #64

The Fresh Market Fort Wayne, IN

As a Produce Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Produce… The Fresh Market


26 days ago

Assistant Store Manager - Store #74

The Fresh Market Baton Rouge, LA

As an Assistant Store Manager with The Fresh Market you will hold one of the most critical positions in our company. The Fresh Market is dedicated to… The Fresh Market


22 days ago

Assistant Store Manager - Store #37

The Fresh Market Pembroke Pines, FL

As an Assistant Store Manager with The Fresh Market you will hold one of the most critical positions in our company. The Fresh Market is dedicated to… The Fresh Market


14 days ago

Produce Clerk Part Time Store

The Fresh Market Delray Beach, FL +5 locations

As a Produce Clerk with The Fresh Market you will be responsible for working closely with Store Manager, Assistant Store Managers, and Produce… The Fresh Market


The Fresh Market Reviews

406 Reviews
2.4
406 Reviews
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The Fresh Market President and CEO Craig Carlock
Craig Carlock
230 Ratings
  1. 8 people found this helpful  

    Personally and professionally fulfilling and yet at the same time extremely frustrating

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Store Manager
    Current Employee - Store Manager

    I have been working at The Fresh Market full-time (more than 5 years)

    Pros

    Camaraderie among employees makes the days enjoyable. Most customers are easy to deal with and genuinely love the store and the employees. Promotional opportunities are available and internal employees usually get first look - however promotions for management opportunities are tied to your willingness to relocate across the country. Store hours are shorter than most retail grocery chains (8am-9pm in most stores). Stores are closed Easter, Thanksgiving and Christmas. Employee discount program is excellent - 20% to start and it goes up with more tenure.

    Cons

    Compensation is low for everything that is expected - Pay for hourly/clerk level positions vary by store/market. Management Salaries are pretty much the same across the board. Management is expected to "Own" their stores but the compensation offerered is not in-line with the expectations. There is a pay range for Store Managers that goes up to a respectable salary but good luck ever getting there. The low Assistant Manager maximum pay coupled with the "standard, maximum" increase for becoming a Store Manager make it nearly impossible to ever reach the max salary for the position unless you are willing to work over 15 years in the position. Raises have been minimal the past 3 years across the board and have nothing to do with performance - raises are consistent across the company leaving high performing Department Heads, Assistant Managers, and Store Managers to receive the same increases as those that fail to meet sales/gross margin goals providing no real incentive to work any harder. There is a yearly bonus program for Department Heads, Assistant Managers and Store Managers but how you actually earn the bonus is unclear and you have no way of tracking your progress throughout the year to see if you will earn it or not.

    Labor allocation across the store is such that empoyees have little/no time to actually take care of the customers - they are too busy completing the seemingly infinite list of daily tasks expected of them.

    The company is experiencing severe growing pains - they continue to add numerous stores every year but do not have the necessary pool of management talent to support these new stores/markets. Assistant Managers that are not ready to manage stores are promoted out of desperation and are not prepared for the daily challenges they face - as a result, they are ultimately held accountable for their stores/teams not meeting company expectations - it is a vicious cycle that must be broken.

    Work-Life balance continues to deteriorate to the point where it does not exist for Assistant Managers and above.

    Training across the board is non-existent. No training hours are allocated to the store so new employees are "thrown to the wolves" and are expected to meet unrealistic deadlines/expectations for their jobs with little/no guidance.

    Management doesnt have time to actually manage the store or the employees - they are too busy with their forms, walks, checklists, emails, cycle counts, conference calls, SNAP Presentations, etc, etc, etc....

    There is a huge disconnect between the Home Office and Field Operations - communication is terrible. Good luck ever getting a response to something - especially after 5:00pm, anytime on the weekends, or during Holidays. The office is closed ALL HOLIDAYS while the stores are open with little/no support should something go wrong.

    Nothing is ever the Home Office's fault - they cannot/will not admit they made a mistake. But if you make a mistake, they send an email to everyone in the company and then you have to answer to all of your bosses (District Manager, Regional Director, Zone VP, COO, etc).

    Promotions/Programs are the same for every store in the chain - there is no room for interpretation at store level - you are expected to implement/execute to the letter or be held accountable. The worst part is, if the program is not successful in your store, the finger is pointed squarely in the stores' direction regardless of whether or not they executed it properly - it is never the programs fault (or the person who created it).

    Advice to ManagementAdvice

    Eliminate salary "maximums" - by putting a limit on the salary a person can earn you are putting a limit on the level of talent you can attract - and more importantly retain.

    Base raises on actual performance - don't give every Manager the same increase if they don't earn it. Instead of giving all Store Managers an XX% raise - take the total of all SM Salaries and multiply it by XX%. Take that pool of money and allocate it based on store P/L results. If your store is not profitable, you do not get a raise. If this doesn't motivate people to work hard to run a profitable store I don't know what will.

    Stop talking out of both sides of your mouth about customer service - if the customer is the priority, allocate enough labor to the stores to actually take care of the customers.

    If you are going to say we are One Team, dont have different expectations for the people working in the office and the people wokring in the stores (facial hair, nights/weekends/holidays off, consentual relations policy, etc). This looks very bad and leaves a bad taste in your employee's mouths.

    Create an actual training program for the hourly employees in the store - they are the ones doing virtually all of the work and receive by far the least amount of training. Allocate training hours to the stores and allow new employees the opportuntiy to learn what they are supposed to do before holding them accountable for not doing it.

    Have the people deciding how much labor is needed to run the stores actually work in a store for a period of time to see what the realities of the day-to-day operation are. This would be a huge eye-opener.

    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

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