![]() You’ll need to show these principles in action throughout your application, be it through past behaviour or as part of your Amazon assessment tests, so be sure you fully grasp the meaning of each before you start the recruitment process. For example, bias for action, in Amazon terms, means it’s better to take calculated risks than be overly cautious with your decision making. While some of these principles are self explanatory, others are a little more complex in their nature. As such, you’ll be assessed against them throughout the Amazon recruitment process. They also make up the characteristics of the ideal Amazon employee. These principles form the basis of every decision and every project undertaken. The more difficult part of the work-life balance is that essentially everything in life gets pushed off to the weekend because I don't have time or energy to do it during the work week.Amazon’s unique company culture is based on a set of 14 ‘Leadership Principles’. I don't know how they got my login since I have never talked to them and there is an entire different team on site to get work done. Annoyingly, people who I have never met before will sometimes message me on my off-days. Usually I still need to make schedules or make plans for training and development of associates, stuff I like doing. If you outperform the other managers who are eligible for promotion, then there's nothing abnormal about getting promoted in 10 months at an FC. ![]() I expect you would be told, "Let's see how you do during Peak." I don't know how much convincing it takes for promotions during other times, especially if you don't have a holiday Peak season under your belt. The January performance ratings is the main time for promotions (which go into effect April 1). I don't know if any of them simply hadn't proven themselves because I don't keep up with their work. There was nothing abnormal about my promotion timeline, but not everyone in the group of 10 managers I started with got approved for promotion. And then the senior operations managers come for one day and declare that we aren't doing our jobs "because I didn't see them on the floor" or "I saw managers in the break room". There have been multiple days where I skip my lunch and hold in bathroom needs because there's so much work. They will demand you explain every miss but don't acknowledge successes. ![]() We struggle with unrealistic expectations from the higher ups and lack of support. But I'm also surprised that speaking about my limited work experience at a day-care impressed them enough to incline me for manager of full-grown adults. I honestly felt like it was a very easy interview. You can find a bunch of interview prep material online and Amazon sends you an email with some. They ask you a bunch of behavioral questions to judge you on 2-3 Amazon leadership principals. You get interviewed by two people back-to-back. L4 responsibilities as thus: An L5 is more likely to be asked to do something, an L4 is less likely to say "No." But to do this successfully, you do need to establish a reputation for knowing what actions would actually drive the shared end-goal. As an L5, especially since I am not going for L6 Operations Manager, I frequently speak up when I think some daily task is not value-added or impractical to accomplish in the amount asked. ![]() As an L4, it's hard to say "No" to anything because you're trying to get promoted and don't want to be seen as a complainer. Do L5 Area Managers have more responsibilities than L4?
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