Building On Stakeholder Support To Achieve Dynamic Growth & Success
An Aldi case study

Page 2: Employees

Businesses such as Aldi have both internal and external stakeholders. Internal stakeholders are those who are part of the business, such as employees and shareholders.

Aldi’s key internal stakeholder is its employees. Aldi wants every employee to have a rewarding career, with opportunities to grow and develop, whether they work in stores, the distribution center or in management teams. Aldi expects its people to be committed, hard-working and take ownership of their responsibilities. In return, employees receive marketleading salaries and unrivalled progression opportunities within the retail sector. Aldi values the experience of its teams and offers a range of benefits to reward long service.

Aldi’s key internal stakeholder is its employees. Aldi wants every employee to have a rewarding career, with opportunities to grow and develop, whether they work in stores, the distribution centers or in management teams.

Aldi expects its people to be committed, hard-working and take ownership of their responsibilities. In return, employees receive market-leading salaries and unrivalled progression opportunities within the retail sector. Aldi values the experience of its teams and offers a range of benefits to reward long service.Aldi 19 Diagram 1

Aldi seeks to attract the best talent and has one of the highest advertised starting salaries for its graduates in the UK and Ireland of £41,000. Over 85% of its Directors are recruited from within the company, demonstrating the importance placed on training and development and rewarding performance. Aldi has developed a range of high quality, structured training programmes to enable its employees to fulfil their roles successfully.

Aldi is able to deliver excellent customer service due to its highly motivated and skilled workforce. In order to meet the increased recruitment demands placed on the business, Aldi launched the Aldi Academy last year. The Academy is a new national department to improve and standardise the training and recruitment processes at each stage of the employee life cycle. Projects to improve processes, systems and practice include:

  • Improved recruitment and selection processes
  • A new applicant tracking system
  • A new learning management system
  • Updated training workbooks
  • Updated training courses
  • Redesigned performance review documents.

Aldi is keen for its employees to develop and to use their own judgement in their specialist areas. From the moment they start, with a thorough induction, staff are given trust and responsibility. Their efforts are recognised and, through regular performance reviews, are motivated to improve. Aldi’s management structure is designed to encourage co-operative decision making and foster a sense of trust.

For those with a degree, Aldi has a Graduate Area Management Programme that is one of the most rewarding and sought-after in the UK.

Graduates are trained in all aspects of the business, from store operations to finance, property to logistics and after a year are expected to be a fully functioning Area Manager,
looking after three to four stores. Staff and trainees at all levels are encouraged to ‘treat others as they would wish to be treated’.

Aldi 19 Diagram 2

Aldi | Building On Stakeholder Support To Achieve Dynamic Growth & Success

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