PILOT PROPOSAL

A lightweight process fix — not new headcount — can break the AM-rotation cycle driving turnover

EXECUTIVE SUMMARY

S

Situation: Full-time associates depend on their Area Manager (AM) for day-to-day guidance — but AM-to-team assignment is informal and inconsistent.

C

Complication: Constant AM rotation and uneven enforcement erode trust, weaken the succession pipeline, and drive up turnover-related hiring costs.

Q

Question: How do we make manager assignment consistent — without new headcount, new software, or a corporate mandate?

A

Answer: Pair a minimum-tenure AM-to-team assignment policy with a recurring cross-AM calibration meeting — led by the path's Learning Ambassador — so consistency is documented, not word-of-mouth.

Low-cost

Reuses existing LA role + scheduling data

High-impact

Targets a root cause of turnover

Measurable

Weekly rotation & pulse tracking

Team-led

Owned at the path level, not HR

AM Rotation Pilot | 1 / 5

THE PROBLEM

Rotating AM assignments are eroding trust and shrinking the succession pipeline

“

Management keeps rotating — no one to build with.

— Full-time associate, employee review

• The same friction shows up across performance, retention, and cost data.
• No consistent coaching relationship — associates can't build rapport with a manager who keeps changing
• Weaker succession pipeline — fewer associates get the sustained visibility needed for promotion
• Higher turnover costs — disengagement drives attrition, and constant re-hiring and re-training

AM assignment keeps rotating

Weaker succession pipeline, fewer promotions

Higher turnover drives up hiring & training costs

Source: Glassdoor and YouTube employee reviews

AM Rotation Pilot | 2 / 5

THE TARGET SEGMENT

Learning Ambassadors are best positioned to catch rotation problems as part of work they already do

1

Already onboard new hires

A natural touchpoint to notice rotation and consistency issues — no new process to learn.

2

Work across shifts

See patterns across the path that a single AM, confined to one shift, can't.

3

Interface with multiple AMs

Already positioned to convene and facilitate cross-AM calibration.

4

Run existing check-ins

Rotation questions ride along in check-ins that already happen — not a new meeting.

What's needed: brief facilitation/coaching training for calibration sessions, and read access to the roster/scheduling system.

AM Rotation Pilot | 3 / 5

THE RECOMMENDED INTERVENTION

A minimum-tenure policy plus recurring AM calibration turns consistency into a documented practice

PROCESS — primary intervention

Minimum-tenure AM-to-team assignment policy within a path

Recurring cross-AM calibration meeting to align on enforcement and decisions

P

PEOPLE — supporting

AMs and the Learning Ambassador need light facilitation and coaching skill to run calibration sessions well — not a certification, just a short enablement session.

T

TECHNOLOGY — supporting

A thin shared roster log — piggybacking on existing scheduling tools — makes assignment history and calibration notes visible, replacing word-of-mouth.

• Why this works
• Formalizes what's currently word-of-mouth into a documented, auditable practice
• Reuses the existing Learning Ambassador role and scheduling tools — no new headcount or systems
• Directly targets the two root causes from the diagnostic: inconsistent enforcement and manager rotation

AM Rotation Pilot | 4 / 5

THE PILOT PLAN

An 8–12 week pilot in one path, timed outside Peak, will prove the model before scaling

Weeks 1–2 — Setup

Train LA & AMs, stand up roster log, baseline rotation count

Weeks 3–10 — Run

Hold calibration meetings, apply tenure policy, track weekly signals

Weeks 11–12 — Review

Compare rotation & pulse trends, decide on sitewide scale-up

Scope: one path (e.g., Stow or Pick) in a single FC • Window: Feb–Apr or Aug–Sept — outside Nov–Dec Peak and Prime Day

OWNER

Learning Ambassador

Sponsored by the Operations/Area Manager they already report through.

SIGNAL 1

AM rotation count / month

Pulled straight from existing scheduling data, trackable weekly.

SIGNAL 2

“Same manager this month?” pulse

Asked during the LA's existing new-hire check-ins.

✓

Low-cost

✓

High-impact

✓

Measurable

✓

Team-led

AM Rotation Pilot | 5 / 5