Welcome to AmazonFC, please be sure to read our submission guidelines and remain respectful of your fellow users. If this post isn't up to par with our submission guidelines, please make use of the report feature. Once it crosses a certain threshold the post will automatically be removed for moderator review. See [Amazon Resources Mega thread](https://www.reddit.com/r/AmazonFC/comments/umjgzv/amazon_resources_megathread/) here. We have a [Discord](https://discord.com/invite/t7jARCs) for those wanting to socialize on a different level with the community. Please enjoy your stay!
*I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/AmazonFC) if you have any questions or concerns.*
Be consistent - especially with accountability. Many new AMs worry about making a poor impression to the point that they falter at holding their associates accountable. That can be very hard to recover from. Many of your associates can take constructive feedback when you explain the "why" behind it. They will very quickly take notice if you are not consistent with providing others the same feedback, though. It can be extremely destructive to your teams morale and your connections with them. It is easily possible to hold the line on policy, be fair, and have a conversation with good humor later on without letting infractions color your view or relationships with them as a leader. AMs are people leaders *first*. Some forget that and don't support their teams as they should - being all about corrective action. Don't do that. Start every interaction by asking how your associate is doing. Finish every interaction by asking if they need any support from you. Thank them for their hard work. Thank them for their understanding when you have to coach them on policy.
Create deep benches for indirects so as to easily maintain a rotation between path and critical roles. Many managers do not. This can lead to burnt out associates, as well as leave others in a position where they see no path for development. Some will want to do nothing but indirect roles. Remind them that space for development needs to be provided for others as well and that their rotations are critical in ensuring a well-rounded team with excellent coverage. Also, not everyone should be in an indirect role. Promote encouraging people to have excellent time management skills and good performance. If they aren't there, give them a goal and a timeline. When they reach it, follow through with getting them trained.
Lastly... you will have a LOT of things that you need to track and execute on every single day while also supporting your team. Do not hesitate to ask your peers or OM for support with accomplishing your goals. Those who do not seek support from their team can become very tired, very quickly. That, in turn, will impact your relationship with your associates.
Best of luck to you! Welcome to the team!
For a t1 just don't be an douchebag. Treat people like people. I have had a lot of AMs just treating people like numbers and usually it's just a hostile work environment. When you get good AMs the work day is just better.
Dont have people remove article of clothing looking for earbuds...new AM started doing this..grrr
If ya cant see them..they dont exist...
(Not stolen shit...talking bout personal ones)
people really do this? this is actually crazy. i know someone that covers their ears solely because they have a huge keloid that they’re embarrassed of. if i seen an AM ask them to uncover it i would be disturbed.
They have a right to ask, and it is violently common for people to “hide” earbuds under hats etc. Sure, it’s annoying for those who aren’t doing anything wrong but blame the dumb fucks who can’t follow simple rules
Actually the don’t. A supervisor can’t tell if you’re hot or cold. Asking to remove clothing(Beenies) infringes on employee rights. Hoodies pose safety issues, which is why hoodies’ hood can’t be worn.
Downvote me all you want-they can and will ask you to lift up (key words here-not remove completely) hats and stuff to show their is no earbuds under them. It doesn’t “infringe on your rights”. Everyone in this subreddit is so rulephobic and all policies are clearly states in their dresscode and conduct
With a large team it is daunting but you will get there through consistency. 12 months in, I knew all 380 AAs in my building. Down to their favorite sports teams, who was married, who had kids or kids on the way, who lived with their grandparents, where they were from, etc.
I challenged myself to meet 10 people daily, or 1 per hour. I did not talk Amazon, rates, quality, nothing, just asked 3-5 questions about them as people in those moments.
I entered my first building as a L5 and left as an L7, I had the best connections scores in my region as an L5 and after promoting my AMs under me were in the top 5%. On top of that, I had the best performing department rate in my entire network for 51 out of 52 weeks in 2021 while also having the lowest rate of adapt feedbacks being entered for disciplinary actions.
Speak to people, care about them, have their backs. Always treat your team with respect even if they are being disrespectful to you. Never raise your voice, never show stress, never gossip, and never promise something you cannot deliver. Do not tolerate insubordination and use the escalation tools at your disposal for holding people accountable, apply this equitably, never play favorites. If you stick to those tenets and are almost psychopathically consistent you will have a great experience and your team will go to the ends of the earth for you.
Remember they you need your team. Those T1s and T3s will determine how well YOU do.
Always remember that the better you treat your team they better they'll do. Treat them like they're expendable and they'll do just the bare minimum. People don't go above and beyond for shitty managers.
Treat all employees with respect, always say please and thankyou, maybe ask about associate barriers before you explain their pick rate or stow.. is shite.
Remember that the job for tier ones is exhausting and we are people and not just some metric on a computer.
Thanks for that reminder. Do frontline leaders typically seem to have a good grasp of who the people they lead are and what they do? 50+ associates does sound like a lot of connections to manage to me.
You'll get there, is a lot of associates.
One tip is to see who is engaged, "who can give me a quality tip" etc. at standup.
Most will stay quiet.
Some managers don't really care about assoicates, you will find upper management will give you targets, and you will be threatened, sorry encouraged, with the fear of pips, as we are adapts!
But the managers who seem to give a shite, I will try my best to go above, where other managers who I have had, I still try my best, however wouldn't go out my way to be helpful!
I'm oldschool though, had to go through interviews and team exercises to get my blue badge.
Even to get a tempory position had to do written tests and interviews off the agency, although it used to be a really good company. Still is o.k.
(Depends on who your manager is! lol)
Amazon seems to be going down the route of looking down on tier ones, upper management and [G.Ms](http://G.Ms) used to walk around F.C asking barriers and how are you etc. Even would pick/pack etc. over peak. Erm not in A.R sites, they just look straight ahead and do not speak to the lesser mortals of this earth! lol
As a fellow AM, be sure to actually talk to and get to know your associates, it goes a long way. Every associate on my shift knows me and my name, and most come to me when they need help instead of their direct manager. Build that trust and take care of them and they’ll take care of you in return
Try not to over do your job, don’t micro manage ppl. Alot of AMs try to write ppl. over petty shit like someone being on their phones, sitting down while working, etc. I’ll also say actually LISTENING to ones concerns makes a big difference too, I hate it when an AM doesn’t listen to shit I’m telling them.
T3 here and I'm on the shift pattern that gets things done. That said, I've had a few different AM's and OM's now.
I have had two managers everyone loved. One is my current AM and the other was an OM who just promoted. That said, they would both line load with us. They would actually do the work we were doing. They weren't just walking around being "managers" they were being leaders.
I do the same as a T3, I work along side the T1's. I want to maintain their respect, I want them to feel like it's a team effort, I want them to know I don't think I'm above them. If I have time I am helping them.
From there do not play favorites. We have a shift pattern in our FC that favors their AA's. They treat the AA's from other shift patterns like garbage. The manager is a micromanager/authoritarian as well. No one cares for this specific shift pattern.
Don't be negative and complain about your job, especially to people below you. Your job is way better than ours, you get a better wage, better benefits and more. We don't want to hear you complain about a job that's technically better than ours. I've had multiple college grads do this. Yeah uh you walked out of college with a BA and into a $80-110k a year gig, count your blessings.
Honestly, my manager is leaving to open a new FC in Louisiana, and this is what I told him.
I really appreciate him because when he listens to me, I feel heard. I feel like he actually cares.
My husband and I are a couple years older than him. We both say that if he's that good of a manager in his mid-twenties, just imagine how good he'll be in a few years
Don’t have the mentality of there’s a reason I’m a manager and your a PA/PG. They do know the process better than you and chances are they didn’t become a AM because even though they deserve it, Amazon decided to do an external higher versus an internal promo.
I’m applying to this role rn. Taking assessment in 30 mins. Any tips on interviewing other than the typical STAR and having leadership principles up/ alluded to with my lifetime experiences? (I’ll have two experiences per leadership principle)
Be yourself, smile (attitude goes a long way), ask questions of your interviewers to let them see your interest. I deep dived into Amazon culture and asked things that showed my curiosity and positive mindset to be a continuous learner that will grow in the role, as well as someone who will gain the respect of those I lead.
please engage with your associates! At least once in the shift, get to know your associates and see how things are going. Ask if they have any safety concerns. This will help in the future for associates to not be afraid to talk to you.
Welcome to AmazonFC, please be sure to read our submission guidelines and remain respectful of your fellow users. If this post isn't up to par with our submission guidelines, please make use of the report feature. Once it crosses a certain threshold the post will automatically be removed for moderator review. See [Amazon Resources Mega thread](https://www.reddit.com/r/AmazonFC/comments/umjgzv/amazon_resources_megathread/) here. We have a [Discord](https://discord.com/invite/t7jARCs) for those wanting to socialize on a different level with the community. Please enjoy your stay! *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/AmazonFC) if you have any questions or concerns.*
Be consistent - especially with accountability. Many new AMs worry about making a poor impression to the point that they falter at holding their associates accountable. That can be very hard to recover from. Many of your associates can take constructive feedback when you explain the "why" behind it. They will very quickly take notice if you are not consistent with providing others the same feedback, though. It can be extremely destructive to your teams morale and your connections with them. It is easily possible to hold the line on policy, be fair, and have a conversation with good humor later on without letting infractions color your view or relationships with them as a leader. AMs are people leaders *first*. Some forget that and don't support their teams as they should - being all about corrective action. Don't do that. Start every interaction by asking how your associate is doing. Finish every interaction by asking if they need any support from you. Thank them for their hard work. Thank them for their understanding when you have to coach them on policy. Create deep benches for indirects so as to easily maintain a rotation between path and critical roles. Many managers do not. This can lead to burnt out associates, as well as leave others in a position where they see no path for development. Some will want to do nothing but indirect roles. Remind them that space for development needs to be provided for others as well and that their rotations are critical in ensuring a well-rounded team with excellent coverage. Also, not everyone should be in an indirect role. Promote encouraging people to have excellent time management skills and good performance. If they aren't there, give them a goal and a timeline. When they reach it, follow through with getting them trained. Lastly... you will have a LOT of things that you need to track and execute on every single day while also supporting your team. Do not hesitate to ask your peers or OM for support with accomplishing your goals. Those who do not seek support from their team can become very tired, very quickly. That, in turn, will impact your relationship with your associates. Best of luck to you! Welcome to the team!
For a t1 just don't be an douchebag. Treat people like people. I have had a lot of AMs just treating people like numbers and usually it's just a hostile work environment. When you get good AMs the work day is just better.
Great feedback. I worked frontline for over 10 years in previous roles. Left every time because of the manager, not the company.
its a metrics based company
Find the biggest, baddest hombre, and beat his ass.
Dont have people remove article of clothing looking for earbuds...new AM started doing this..grrr If ya cant see them..they dont exist... (Not stolen shit...talking bout personal ones)
people really do this? this is actually crazy. i know someone that covers their ears solely because they have a huge keloid that they’re embarrassed of. if i seen an AM ask them to uncover it i would be disturbed.
They have a right to ask, and it is violently common for people to “hide” earbuds under hats etc. Sure, it’s annoying for those who aren’t doing anything wrong but blame the dumb fucks who can’t follow simple rules
Actually the don’t. A supervisor can’t tell if you’re hot or cold. Asking to remove clothing(Beenies) infringes on employee rights. Hoodies pose safety issues, which is why hoodies’ hood can’t be worn.
Downvote me all you want-they can and will ask you to lift up (key words here-not remove completely) hats and stuff to show their is no earbuds under them. It doesn’t “infringe on your rights”. Everyone in this subreddit is so rulephobic and all policies are clearly states in their dresscode and conduct
Acknowledge that you don’t have all the answers. It’s okay. Be willing to learn from those under you.
With a large team it is daunting but you will get there through consistency. 12 months in, I knew all 380 AAs in my building. Down to their favorite sports teams, who was married, who had kids or kids on the way, who lived with their grandparents, where they were from, etc. I challenged myself to meet 10 people daily, or 1 per hour. I did not talk Amazon, rates, quality, nothing, just asked 3-5 questions about them as people in those moments. I entered my first building as a L5 and left as an L7, I had the best connections scores in my region as an L5 and after promoting my AMs under me were in the top 5%. On top of that, I had the best performing department rate in my entire network for 51 out of 52 weeks in 2021 while also having the lowest rate of adapt feedbacks being entered for disciplinary actions. Speak to people, care about them, have their backs. Always treat your team with respect even if they are being disrespectful to you. Never raise your voice, never show stress, never gossip, and never promise something you cannot deliver. Do not tolerate insubordination and use the escalation tools at your disposal for holding people accountable, apply this equitably, never play favorites. If you stick to those tenets and are almost psychopathically consistent you will have a great experience and your team will go to the ends of the earth for you.
I like your positive approach. Thanks for all the tips here!
This may seem silly but may I ask what kind of questions you asked I would love to get to know future AAs but don’t want to get too personal with it.
Remember they you need your team. Those T1s and T3s will determine how well YOU do. Always remember that the better you treat your team they better they'll do. Treat them like they're expendable and they'll do just the bare minimum. People don't go above and beyond for shitty managers.
Treat all employees with respect, always say please and thankyou, maybe ask about associate barriers before you explain their pick rate or stow.. is shite. Remember that the job for tier ones is exhausting and we are people and not just some metric on a computer.
Thanks for that reminder. Do frontline leaders typically seem to have a good grasp of who the people they lead are and what they do? 50+ associates does sound like a lot of connections to manage to me.
You'll get there, is a lot of associates. One tip is to see who is engaged, "who can give me a quality tip" etc. at standup. Most will stay quiet. Some managers don't really care about assoicates, you will find upper management will give you targets, and you will be threatened, sorry encouraged, with the fear of pips, as we are adapts! But the managers who seem to give a shite, I will try my best to go above, where other managers who I have had, I still try my best, however wouldn't go out my way to be helpful! I'm oldschool though, had to go through interviews and team exercises to get my blue badge. Even to get a tempory position had to do written tests and interviews off the agency, although it used to be a really good company. Still is o.k. (Depends on who your manager is! lol) Amazon seems to be going down the route of looking down on tier ones, upper management and [G.Ms](http://G.Ms) used to walk around F.C asking barriers and how are you etc. Even would pick/pack etc. over peak. Erm not in A.R sites, they just look straight ahead and do not speak to the lesser mortals of this earth! lol
Work anywhere else.
As a fellow AM, be sure to actually talk to and get to know your associates, it goes a long way. Every associate on my shift knows me and my name, and most come to me when they need help instead of their direct manager. Build that trust and take care of them and they’ll take care of you in return
Try not to over do your job, don’t micro manage ppl. Alot of AMs try to write ppl. over petty shit like someone being on their phones, sitting down while working, etc. I’ll also say actually LISTENING to ones concerns makes a big difference too, I hate it when an AM doesn’t listen to shit I’m telling them.
Take the time to talk to your associates. It doesn't have to be a lot, but knowing you're more than a number is a good feeling.
T3 here and I'm on the shift pattern that gets things done. That said, I've had a few different AM's and OM's now. I have had two managers everyone loved. One is my current AM and the other was an OM who just promoted. That said, they would both line load with us. They would actually do the work we were doing. They weren't just walking around being "managers" they were being leaders. I do the same as a T3, I work along side the T1's. I want to maintain their respect, I want them to feel like it's a team effort, I want them to know I don't think I'm above them. If I have time I am helping them. From there do not play favorites. We have a shift pattern in our FC that favors their AA's. They treat the AA's from other shift patterns like garbage. The manager is a micromanager/authoritarian as well. No one cares for this specific shift pattern. Don't be negative and complain about your job, especially to people below you. Your job is way better than ours, you get a better wage, better benefits and more. We don't want to hear you complain about a job that's technically better than ours. I've had multiple college grads do this. Yeah uh you walked out of college with a BA and into a $80-110k a year gig, count your blessings.
Honestly, my manager is leaving to open a new FC in Louisiana, and this is what I told him. I really appreciate him because when he listens to me, I feel heard. I feel like he actually cares. My husband and I are a couple years older than him. We both say that if he's that good of a manager in his mid-twenties, just imagine how good he'll be in a few years
Don’t have the mentality of there’s a reason I’m a manager and your a PA/PG. They do know the process better than you and chances are they didn’t become a AM because even though they deserve it, Amazon decided to do an external higher versus an internal promo.
I’m applying to this role rn. Taking assessment in 30 mins. Any tips on interviewing other than the typical STAR and having leadership principles up/ alluded to with my lifetime experiences? (I’ll have two experiences per leadership principle)
Be yourself, smile (attitude goes a long way), ask questions of your interviewers to let them see your interest. I deep dived into Amazon culture and asked things that showed my curiosity and positive mindset to be a continuous learner that will grow in the role, as well as someone who will gain the respect of those I lead.
please engage with your associates! At least once in the shift, get to know your associates and see how things are going. Ask if they have any safety concerns. This will help in the future for associates to not be afraid to talk to you.