Does Walmart Give Raises After 90 Days? Unveiling the Facts and Figures

Does Walmart give raises after 90 days? Let’s dive in! Navigating the world of Walmart raises can feel like charting unknown waters. You’ve joined the team, put in the effort, and now the question looms: Will your dedication be rewarded with a bump in pay? The answer, as with many things, is multifaceted. It’s a journey through performance metrics, evaluation processes, and the subtle dance of workplace economics.

Prepare to decode the fine print and gain insights that will empower you to understand your potential earnings and navigate the system with confidence.

This exploration will peel back the layers, from eligibility requirements and performance reviews to the various types of raises available. We’ll examine how your role, department, and even the store’s location can influence your earning potential. We’ll also dissect the often-misunderstood aspects of wage expectations and the art of negotiating for what you deserve. Consider this your roadmap to understanding the financial landscape of your Walmart career.

Table of Contents

Eligibility for Raises After 90 Days

Navigating the initial months at Walmart involves understanding the pathways to advancement, and for many, that begins with the possibility of a raise after the first 90 days. This period is a crucial evaluation point, and meeting certain criteria can significantly impact an employee’s compensation. It’s a blend of performance, attendance, and adherence to company standards that determines whether a bump in pay is on the horizon.

Requirements for Raise Consideration

To be considered for a raise after 90 days, employees must meet several specific requirements, all designed to assess their contribution and commitment to Walmart’s values. These requirements are carefully evaluated, and they collectively paint a picture of an employee’s overall performance.

Satisfactory Performance Evaluation: This is the cornerstone of raise eligibility. Walmart utilizes a performance review system, often involving direct supervisors and, in some cases, peer feedback. This evaluation considers various factors, including task completion, quality of work, adherence to safety protocols, and contribution to team goals. The evaluation typically results in a rating, and a rating above a certain threshold is usually required for raise consideration.
Consistent Attendance and Punctuality: Regular and punctual attendance is paramount. Walmart closely monitors attendance records, and excessive absences or tardiness can negatively impact raise eligibility. Maintaining a good attendance record demonstrates reliability and commitment.
Adherence to Company Policies: Employees must demonstrate a thorough understanding and adherence to all company policies and procedures. This includes following safety guidelines, maintaining a professional demeanor, and complying with all relevant regulations. Violations of company policy can disqualify an employee from receiving a raise.
Completion of Required Training: Depending on the role, completing mandatory training programs may be a prerequisite for a raise. This training ensures employees have the necessary skills and knowledge to perform their jobs effectively and safely.

Performance Metrics and Evaluation Methods

Walmart employs specific metrics and evaluation methods to assess employee performance and determine raise eligibility. These methods are designed to be objective and consistent across different roles and departments.

Performance Reviews: These are typically conducted by the employee’s direct supervisor. Reviews often involve a rating scale (e.g., exceeds expectations, meets expectations, needs improvement) across several key performance areas.
Sales Performance (for relevant roles): For positions with sales responsibilities, metrics such as sales volume, customer satisfaction scores, and the ability to meet sales targets are crucial.
Customer Service Metrics: Employees in customer-facing roles are often evaluated on metrics like customer satisfaction scores (often gathered through surveys), the number of customer complaints, and their ability to resolve customer issues effectively.
Productivity Metrics: In areas like stocking or fulfillment, productivity metrics, such as the number of items processed per hour, are carefully tracked.
Weighting of Metrics: The weighting of these metrics can vary depending on the specific role. For example, in a sales position, sales performance might carry a higher weight than in a stocking position. However, attendance and adherence to company policies are generally weighted consistently across all roles.

Positions Most and Least Likely to Receive Raises

The likelihood of receiving a raise after 90 days can vary significantly depending on the type of position held within Walmart. Some roles offer more structured pathways to compensation increases, while others may have less defined criteria.

Positions Most Likely to Receive Raises:
- High-Performing Sales Associates: Those who consistently exceed sales targets and provide excellent customer service.
- Specialized Roles: Employees in roles requiring specific skills or certifications (e.g., pharmacy technicians, automotive technicians).
- Team Leads and Supervisors: Those who demonstrate strong leadership and consistently meet or exceed team performance goals.
Positions Least Likely to Receive Raises:
- Entry-Level Positions with Limited Performance Metrics: Some entry-level positions may have fewer opportunities for performance-based raises in the initial 90-day period.
- Positions with Consistent Poor Performance: Employees who consistently receive negative performance reviews or have attendance issues.

The Raise Determination Process: Does Walmart Give Raises After 90 Days

Alright, let’s dive into how Walmart actually figures out if you’re getting a raise and how much. It’s not just a random act; there’s a structured process designed to evaluate your performance and determine your compensation. This process involves several key players and steps, from your day-to-day actions to the final approval from management.

Steps Involved in the Raise Determination Process

The raise determination process at Walmart is a multi-step procedure that aims to fairly assess an employee’s contributions and determine their eligibility for a salary increase. It’s designed to be objective, relying on performance metrics and evaluations, rather than solely on subjective opinions.

Performance Review: The foundation of the process is the performance review. This usually happens on a regular basis, often annually or semi-annually, and sometimes more frequently. The review evaluates an employee’s performance against pre-defined goals and expectations for their role. This assessment considers various factors, including job knowledge, work quality, attendance, teamwork, and adherence to company policies.
Performance Rating: Based on the performance review, employees receive a performance rating. This rating typically falls into categories like “Exceeds Expectations,” “Meets Expectations,” “Needs Improvement,” or similar designations. This rating is crucial, as it directly influences the raise determination. Employees with higher ratings are generally more likely to receive raises and larger increases.
Compensation Review: Once the performance ratings are finalized, the store management team reviews the compensation structure. They consider the employee’s current salary, the performance rating, and the overall budget allocated for raises within the store. The goal is to balance employee recognition with the financial constraints of the business.
Raise Recommendation: Based on the performance rating and compensation review, the management team, led by the store manager, makes recommendations for raises. They propose specific percentage increases or salary adjustments for each eligible employee. These recommendations are often guided by established pay scales and performance-based criteria.
Management Approval: The store manager, along with potentially other higher-level managers (like district managers), reviews and approves the raise recommendations. They have the final say in determining the actual raise amounts. This step ensures consistency and fairness across the store.
Employee Notification: Once the raises are approved, employees are notified of their new salary. This usually involves a formal communication, such as a meeting with their supervisor, where they receive details about their raise and the rationale behind it.

The Role of Store Manager and Supervisors

The store manager and other supervisors play pivotal roles in the raise determination process. They are the frontline leaders responsible for evaluating employee performance and making recommendations for salary adjustments. Their input is crucial for ensuring fairness and recognizing individual contributions.

Supervisors’ Responsibilities: Supervisors, such as department managers or team leads, are primarily responsible for observing and evaluating the day-to-day performance of their team members. They provide feedback, track progress, and contribute to the performance review process. Their observations and insights form the basis of the performance ratings.
Store Manager’s Authority: The store manager has the ultimate responsibility for the raise determination process. They oversee the performance reviews, review the recommendations from supervisors, and make the final decisions on raises. They also ensure that the process is fair, consistent, and aligned with company policies and budget constraints.
Collaboration and Communication: Effective communication and collaboration between supervisors and the store manager are essential. Supervisors provide detailed information about their team members’ performance, while the store manager provides guidance and oversight. This collaborative approach helps to ensure that raise decisions are well-informed and equitable.
Performance Improvement Plans: If an employee’s performance needs improvement, supervisors often develop performance improvement plans (PIPs). These plans Artikel specific goals and expectations for the employee to meet. Successfully completing a PIP can positively influence future raise considerations.

Visual Representation of the Raise Process

Here’s a simplified visual representation of the Walmart raise process, in a flowchart format. It shows the steps, from performance review to potential appeals.

The flowchart begins with the “Employee Performance Review” block. This leads to the “Performance Rating” block.

From the “Performance Rating” block, arrows branch out. One arrow leads to “Compensation Review,” where the current salary and budget are considered. The other arrow leads to the “Raise Recommendation” block, where specific salary adjustments are proposed.

The “Raise Recommendation” block then leads to “Management Approval,” where the store manager and other higher-level managers make the final decision.

If the raise is approved, the flowchart leads to “Employee Notification,” where the employee is informed of their new salary.

However, if the employee is not satisfied with the raise decision, the flowchart includes a “Potential Appeals/Reconsideration” step, giving the employee the opportunity to seek a review of the decision. This could involve discussions with their supervisor, the store manager, or HR representatives.

The flowchart is a simplified visual aid, demonstrating the main steps involved in the raise determination process.

Types of Raises Offered

Walmart employees, like those in many large companies, can look forward to different types of pay increases during their time with the company. These raises aren’t just handed out randomly; they’re tied to performance, the cost of living, and advancements within the organization. Understanding these different types of raises is crucial for any Walmart associate looking to maximize their earning potential.

Merit-Based Raises

Merit-based raises are rewards for excellent performance. They’re designed to recognize and incentivize employees who consistently go above and beyond their job responsibilities. These raises are typically awarded during performance reviews, which occur at regular intervals.The calculation of a merit-based raise often involves a performance evaluation system. Walmart uses a system that assesses employees based on several factors, including:

Job Performance: How well the employee performs the core duties of their role. This includes accuracy, efficiency, and quality of work.
Attendance and Punctuality: Regular attendance and being on time for shifts are important.
Customer Service: How well the employee interacts with customers and resolves their issues.
Teamwork: The ability to collaborate with colleagues and contribute to a positive work environment.
Initiative: The willingness to take on new tasks, suggest improvements, and proactively solve problems.

The percentage increase for a merit-based raise varies depending on the employee’s performance rating. Employees who consistently exceed expectations might receive a higher percentage increase than those who meet expectations. As an example, a Walmart associate with a “Exceeds Expectations” rating might receive a raise of 3-5%, while an employee who “Meets Expectations” might receive a raise of 1-3%. These percentages are illustrative and can change based on company policy and overall financial performance.

The exact process of performance reviews and how these are determined are regularly communicated by Walmart through internal channels.

Example: An employee earning $15 per hour who receives a 3% merit-based raise would see their hourly wage increase by $0.45, resulting in a new hourly rate of $15.45.

Cost-of-Living Adjustments (COLA)

Cost-of-living adjustments, or COLAs, are designed to help employees maintain their purchasing power in the face of inflation. As the prices of goods and services rise, a COLA helps ensure that an employee’s salary keeps pace with these increases.The implementation of COLAs is usually tied to economic indicators, such as the Consumer Price Index (CPI). Walmart may use the CPI to determine the rate of inflation and adjust employee wages accordingly.

The specific methodology used to calculate and apply COLAs can vary. Walmart may announce the COLA adjustments at specific times of the year. The COLA is typically calculated as a percentage of the employee’s current salary.

Example: If the CPI indicates a 2% increase in the cost of living, and an employee earns $30,000 annually, a 2% COLA would result in an additional $600 per year, bringing their new annual salary to $30,600.

Promotional Increases

Promotional increases are awarded to employees who are promoted to a higher-level position within the company. This type of raise reflects the increased responsibilities, skills, and experience required for the new role.The calculation of a promotional increase is often based on the salary range of the new position. When an employee is promoted, their salary is typically adjusted to fall within the salary range for their new role.

The increase may be a set percentage or determined by a variety of factors. The employee’s current salary, the salary range of the new position, and the employee’s experience and performance are all considered.

Example: A Walmart associate promoted from a cashier position to a department manager role might see a salary increase of 10-20% depending on the pay grade of the new role. This can result in a significant boost in earnings, reflecting the increased scope of their responsibilities.

Common Raise Scenarios and Percentage Increases

Here is a table summarizing some common raise scenarios at Walmart and the typical percentage increases associated with them. Please note that these percentages are estimates and can vary based on individual circumstances, company policy, and the economic climate.

Raise Type	Typical Percentage Increase	Factors Influencing the Increase
Merit-Based (Exceeds Expectations)	3-5%	Consistent high performance, exceeding goals, positive feedback.
Merit-Based (Meets Expectations)	1-3%	Meeting job requirements, consistent performance, satisfactory feedback.
Cost-of-Living Adjustment (COLA)	Variable (based on inflation)	Changes in the Consumer Price Index (CPI), overall economic conditions.
Promotional Increase	10-20% (or more)	Salary range of the new position, experience, performance in previous role.

Employee Performance and Raises

Your performance at Walmart is not just about showing up; it’s about making a difference. It’s about how you interact with customers, contribute to the team, and get things done. This section delves into how Walmart evaluates your hard work and how that translates into a potential raise.

Employee Performance Reviews and Raise Influence

Performance reviews are the backbone of the raise process at Walmart. They’re not just a formality; they’re a critical tool used to assess your contributions and determine your eligibility for a pay increase. A strong performance review often leads to a raise, while areas needing improvement can influence the size or timing of a raise.The entire process works like this:

Regular Evaluations: Walmart employees typically undergo performance reviews at least once a year. Some positions may have more frequent evaluations.
Performance Metrics: These reviews consider a range of factors, including customer service, productivity, teamwork, and adherence to company policies.
Rating System: Performance is usually assessed using a rating system, such as “Exceeds Expectations,” “Meets Expectations,” “Needs Improvement,” or similar.
Raise Determination: Your performance rating directly impacts your raise potential. Higher ratings typically lead to larger raises, while lower ratings may result in no raise or require a performance improvement plan.
Documentation: Performance reviews are documented, providing a record of your achievements, areas for development, and the rationale behind any raise decisions.

Areas of Performance Evaluated

When Walmart considers your performance for a raise, they look at several key areas. These areas are essential for ensuring a positive work environment and providing excellent service to customers.Here’s a breakdown of the specific areas assessed:

Customer Service: This is a core focus. It includes how you interact with customers, resolve issues, and ensure customer satisfaction. Are you friendly, helpful, and efficient? Do you go the extra mile to assist customers?
Teamwork: Working collaboratively is crucial. This involves your ability to work with colleagues, support team goals, and contribute positively to the work environment. Do you offer help to others, share knowledge, and participate actively in team projects?
Productivity: Efficiency and effectiveness are valued. This involves how well you complete tasks, manage your time, and meet deadlines. Are you organized, focused, and able to handle multiple responsibilities?
Adherence to Policies and Procedures: Following company guidelines is non-negotiable. This includes compliance with safety protocols, dress code, and other company policies. Do you consistently follow the rules and maintain a safe working environment?
Attendance and Punctuality: Being present and on time is essential. This reflects your commitment to your role and your reliability. Do you consistently show up for your shifts on time and ready to work?
Problem-Solving: The ability to identify and resolve issues is important. This includes your capacity to analyze situations, find solutions, and take appropriate action. Do you handle difficult situations with a positive attitude and find effective solutions?

Hypothetical Employee Performance Report and Raise Recommendation

Let’s look at a hypothetical employee performance report to illustrate how these factors influence a raise recommendation. This report shows the potential link between performance and compensation adjustments.Imagine a Walmart associate named Sarah, working in the electronics department. Her performance review might look like this:

Performance Area	Rating	Comments
Customer Service	Exceeds Expectations	Sarah consistently receives positive feedback from customers, often going above and beyond to assist them. She is knowledgeable about products and resolves customer issues efficiently.
Teamwork	Meets Expectations	Sarah is a reliable team member, willing to assist colleagues. She participates in team meetings and shares product knowledge.
Productivity	Meets Expectations	Sarah meets her sales targets and efficiently manages her tasks. She maintains an organized workspace.
Adherence to Policies	Meets Expectations	Sarah consistently follows company policies and procedures.
Attendance and Punctuality	Meets Expectations	Sarah has a good attendance record and is always on time for her shifts.

Based on this report, here’s how the raise recommendation might be formulated:

Customer Service: Sarah’s “Exceeds Expectations” rating in customer service is a significant strength.
Teamwork and Productivity: “Meets Expectations” in these areas indicates solid performance.
Raise Recommendation: Given her strong customer service and satisfactory performance in other areas, Sarah might be eligible for a raise. The amount could be determined based on company guidelines and the specific performance rating system.
Potential Raise Amount: A typical raise could be a percentage of her current salary, with the exact percentage varying based on Walmart’s policies and Sarah’s overall performance score. For example, if Walmart offers raises between 2% and 4% for those who “Meet Expectations” and a higher percentage for those who “Exceed Expectations,” Sarah could receive a raise within that range, potentially at the higher end due to her exceptional customer service.
Areas for Development: While Sarah is doing well, the review might suggest areas for continued growth, such as seeking opportunities to lead team initiatives or further improving her sales techniques.

This hypothetical example demonstrates how performance reviews are used to assess employee contributions and how they directly influence the likelihood and amount of raises offered.

Wage Expectations and Negotiation

Navigating the world of wages and negotiating for a raise can feel like traversing a complex maze. Understanding your worth, preparing effectively, and communicating your value are crucial steps in securing the compensation you deserve. This section provides a roadmap to help you confidently navigate these critical aspects of your employment at Walmart.

Understanding Your Current Wage Relative to Your Position and Experience

Knowing where you stand financially is the first, and perhaps most crucial, step in advocating for yourself. It’s like having a compass before setting out on a journey. Without it, you’re essentially wandering aimlessly. To get your bearings, consider these key elements.

Before you even begin, understand the different pay grades for different positions at Walmart. Information on pay grades can be found in the Walmart Career Portal or by consulting with your People Lead or manager. They should be able to provide details on the pay ranges associated with your current role.

Researching Industry Standards: Websites like Glassdoor, Salary.com, and Payscale offer valuable insights into average salaries for similar roles in your geographic location. Look specifically at positions with comparable responsibilities and experience levels. This provides a benchmark for what other companies are paying for the same type of work.
Analyzing Your Role’s Responsibilities: Make a detailed list of your job duties and responsibilities. How does your role contribute to the store’s overall success? Consider metrics like sales, customer satisfaction, or efficiency improvements. Quantify your accomplishments whenever possible; numbers speak louder than words.
Evaluating Your Experience and Skills: How long have you been in your current role? What skills have you developed or honed during your time at Walmart? Have you taken on additional responsibilities beyond your initial job description? Documenting these skills and experience helps you build a strong case for a raise.
Considering Location: Wages can vary significantly based on your location. A store in a major metropolitan area may have a higher cost of living, which often translates to higher wages compared to a store in a rural area. Researching the local market rate is critical to establishing realistic expectations.
Talking to Colleagues (Discreetly): While discussing wages directly with colleagues can be tricky, some information can be obtained indirectly. If you have a good relationship with your coworkers, you might be able to find out about general pay ranges for similar roles. Remember to keep this information private and not disclose your personal salary.

Preparing for and Approaching Discussions About Raises

Preparing for a raise discussion is akin to preparing for a major presentation. It demands research, planning, and a clear understanding of your objectives. This preparation is the key to a successful negotiation.

Documenting Your Achievements: Create a detailed record of your accomplishments, including specific examples of how you’ve exceeded expectations. Use quantifiable data whenever possible. For example, “Increased sales by 15% in Q3” or “Successfully trained 5 new associates, leading to improved team efficiency.”
Understanding Walmart’s Performance Review Process: Familiarize yourself with Walmart’s performance review process. Understand how your performance is evaluated and what criteria are used to determine raises.
Practicing Your Talking Points: Rehearse what you plan to say during the meeting. Anticipate potential questions from your supervisor and prepare thoughtful responses. This helps you maintain composure and confidence during the discussion.
Timing is Everything: Consider the best time to request a raise. Timing could be related to your performance review, a successful project completion, or the company’s financial performance. Requesting a raise when the company is doing well can improve your chances.
Scheduling the Meeting: Request a formal meeting with your supervisor to discuss your compensation. This shows that you take the discussion seriously.

Effective Communication Strategies for Negotiating a Raise

The way you communicate during a raise negotiation can significantly impact the outcome. It’s about articulating your value, demonstrating your understanding of the company’s goals, and showing your commitment to the team.

When you sit down to negotiate, remember that the conversation is not just about what you want, but about what you bring to the table. Here’s a breakdown of what to say and what to avoid:

What to Say:
- Start with a Positive Opening: Express your appreciation for the opportunity to work at Walmart and your commitment to your role.
- Clearly State Your Request: State the specific raise you are seeking. Be direct and confident.
- Highlight Your Accomplishments: Provide concrete examples of your contributions to the company’s success, using quantifiable data.
- Explain Your Value: Clearly articulate how your skills and experience benefit Walmart.
- Express Your Commitment: Reiterate your dedication to your role and your desire to continue contributing to the team’s success.
- Be Prepared to Justify Your Request: Back up your request with evidence, such as market research, performance reviews, and specific achievements.
What to Avoid:
- Making Demands: Avoid an aggressive or entitled tone. Instead, frame your request as a collaborative discussion.
- Comparing Yourself to Others: Refrain from discussing what your colleagues earn. Focus on your individual contributions and value.
- Threatening to Leave: This tactic can backfire and damage your relationship with your supervisor.
- Being Emotional: Maintain a professional and calm demeanor. Avoid getting defensive or overly emotional.
- Focusing Solely on Personal Needs: While it’s okay to mention your financial goals, the primary focus should be on your contributions to Walmart.
Example of Effective Communication:
“Thank you for meeting with me today. I’ve enjoyed my time at Walmart, and I’m committed to my role as [Your Role]. Over the past year, I’ve consistently exceeded expectations, including [Specific Achievement 1] and [Specific Achievement 2]. I’ve also [Specific Skill/Contribution]. Based on my performance, the value I bring to the team, and market research indicating the average salary for my role with my experience, I’m requesting a raise to [Desired Salary].

I am confident I will continue to be a valuable asset to Walmart.”

Impact of Raises on Employee Benefits

Getting a raise isn’t just about a fatter paycheck; it can also have a ripple effect on the benefits you receive as a Walmart associate. It’s like a chain reaction, where one positive change can lead to others, potentially impacting your healthcare, retirement savings, and even your time off. Understanding these connections is key to fully appreciating the value of your increased earnings.

Eligibility for Benefits and Compensation Levels

Your eligibility for certain benefits, and the level of those benefits, can be tied to your compensation. Walmart offers a comprehensive benefits package, but the specifics can vary based on your position and salary. Higher salaries can unlock more generous benefits packages.

Healthcare Benefits and Salary Increases

Healthcare benefits are often directly linked to your earnings. As your salary increases, you may have the opportunity to enroll in more comprehensive health plans with lower premiums or better coverage. This means you could potentially have access to a wider range of medical services or lower out-of-pocket costs for things like doctor visits, prescriptions, and hospital stays.

Retirement Contributions and Salary Impact

Retirement plans, like Walmart’s 401(k) program, are significantly influenced by your salary. A higher salary usually means you can contribute more to your retirement account, which in turn can lead to faster growth of your savings. Additionally, Walmart often offers matching contributions, meaning they’ll contribute a percentage of your salary to your 401(k) based on how much you contribute. A raise can boost both your contributions and Walmart’s matching contributions.

Consider this: If Walmart matches 50% of your contributions up to 6% of your salary, a $1 increase in your hourly wage, assuming a 40-hour work week, can lead to increased retirement contributions.

Paid Time Off and Wage Adjustments

The amount of paid time off (PTO) you accrue may also be affected by a raise. Some companies, including Walmart, may base PTO accrual rates on salary levels or years of service. A salary increase might move you into a higher PTO accrual bracket, allowing you to earn more vacation, sick, or personal time. This gives you more flexibility and the opportunity to take the time you need for rest, relaxation, or personal matters.

Life Insurance and Disability Coverage

Increases in salary often lead to adjustments in life insurance and disability coverage. Walmart, like many employers, may offer life insurance coverage that’s a multiple of your annual salary. A raise automatically increases the amount of life insurance you have, providing greater financial security for your loved ones in case of an unforeseen event. Similarly, your disability coverage, which provides income replacement if you become unable to work due to illness or injury, may also be tied to your salary.

A higher salary typically translates to higher disability benefits.

A List of Common Benefits and Wage Increase Effects

Here’s a breakdown of common benefits and how they are usually affected by wage increases:

Healthcare: Higher salaries may qualify you for better plans with lower premiums and/or expanded coverage.
Retirement: Increased earnings allow for larger contributions to 401(k) plans and can maximize company matching.
Paid Time Off: Salary increases may boost PTO accrual rates, resulting in more vacation, sick, and personal time.
Life Insurance: Coverage amounts often increase proportionally with salary, offering greater financial security.
Disability Insurance: Benefits increase with salary, providing higher income replacement in case of disability.
Other Benefits: Other benefits like tuition reimbursement, employee assistance programs (EAPs), and stock purchase plans may also have eligibility or contribution levels tied to your salary.

Common Misconceptions about Raises

It’s easy to get tangled up in the rumors and whispers that circulate around the break room. When it comes to raises at Walmart, misinformation can be as common as the blue vests themselves. Let’s clear the air and shed some light on the most prevalent myths and misunderstandings about how raises actually work.

Myth Busting: Common Raise Misconceptions, Does walmart give raises after 90 days

There are several prevailing beliefs that often lead to disappointment and confusion among Walmart associates. Here’s a breakdown of some of the most widespread myths, and the reality behind them.

Myth: Everyone gets a raise after 90 days.
Reality: While the 90-day mark is often a point of evaluation, it doesn’t automatically guarantee a raise. Eligibility depends on several factors, including job performance, attendance, and adherence to company policies. This is a common misunderstanding, leading many new hires to expect a pay bump that isn’t always a sure thing.
Myth: Raises are solely based on tenure.
Reality: Longevity matters, but it’s not the only factor. Walmart’s raise determination process takes into account performance reviews, skills, and potentially, the role’s importance within the store. An associate who has been with the company for a shorter period but consistently exceeds expectations may receive a larger raise than someone with longer tenure but average performance.
Myth: You can’t negotiate your raise.
Reality: While Walmart has established pay scales for various positions, there may be room for negotiation, especially when an employee is taking on additional responsibilities or possesses specialized skills. Preparing a strong case, backed by evidence of your contributions, can sometimes influence the outcome.
Myth: All raises are the same percentage.
Reality: Raise amounts are not uniform across the board. The percentage increase an associate receives is often tied to their performance rating and the company’s financial health. Associates who receive “Exceeds Expectations” on their performance reviews typically receive a higher percentage increase than those rated as “Meets Expectations.”

Misunderstood Policies and Regulations

Understanding the fine print of Walmart’s policies is crucial. Misinterpretations can lead to frustration and disappointment.

Performance-Based Pay: The core of Walmart’s raise system hinges on performance. This means your daily actions and how well you perform your duties, as assessed through regular evaluations, directly influence your earning potential.
Attendance Matters: Consistent attendance is a significant factor. Excessive absences, even if excused, can negatively impact your raise eligibility. Be sure to understand Walmart’s attendance policy and strive for a strong record.
Wage Increases vs. Promotions: Raises tied to promotions are often different from standard performance-based increases. Promotions often involve a larger salary adjustment to reflect the added responsibilities.
Review Periods: Walmart has established review periods, which can vary based on your position and store’s needs. Understanding when your review is scheduled is essential to be prepared to discuss your performance and raise expectations.

Examples of Incorrect Assumptions

Sometimes, associates make incorrect assumptions about their eligibility for a raise, leading to unexpected outcomes.

Scenario 1: A new associate assumes they are guaranteed a raise after 90 days. They perform adequately but don’t exceed expectations. They may be disappointed when they receive only a small increase, or no increase at all.
Scenario 2: An associate with excellent performance for the last year assumes they’ll get a significant raise, but fails to formally discuss their accomplishments with their supervisor during their review. Their raise may be lower than expected, as the review may not fully reflect their contributions.
Scenario 3: An associate believes that because they have been with the company for many years, they deserve a substantial raise regardless of their recent performance. If their performance has been stagnant, their raise may be modest, highlighting the importance of ongoing contributions.