If you worked the floor at a Walmart Supercenter back in 2019, you probably remember the buzz every quarter. It wasn't about the rolling back of prices or the holiday rush. It was about the Walmart MyShare tracker 2019 and that specific, often-elusive number that would show up on your paycheck.
Honestly, the tracker was a source of both hope and massive frustration for hourly associates. You'd log into the WIRE—Walmart’s internal network—and navigate to the compensation section just to see if your store hit the metrics. Sometimes the number was a few hundred bucks. Sometimes it was zero.
The MyShare program was basically a quarterly incentive program designed to reward hourly associates when their specific store performed well. It wasn't just some corporate gift; it was tied directly to hard data. Specifically, it looked at two big things: sales vs. plan and "CFF," which stood for Clean, Fast, and Friendly.
Why 2019 was the "Great Pivot" for MyShare
The year 2019 was actually a massive turning point for how Walmart handled these bonuses. Before then, MyShare felt a bit like a lottery. But in early 2019, the company announced a major overhaul. They decided to link MyShare payouts to the new attendance policy.
This change was polarizing. If you had perfect attendance, you could earn a 25% "kicker" on top of your MyShare bonus. If you had points on your record? Your bonus got slashed. It turned the Walmart MyShare tracker 2019 into a high-stakes dashboard.
Suddenly, the tracker wasn't just measuring how many pallets you moved or how fast the checkout lines were going. It was measuring you. It turned the bonus into an attendance incentive as much as a performance one. Some people loved it because they showed up every day and saw their checks swell. Others felt it was a way for the company to claw back money from people who got sick or had family emergencies.
Breaking down the math (It wasn't simple)
You couldn't just look at a shelf and know what your bonus was. The tracker pulled from a complex pool of store-level data. The primary driver was always sales. If your store exceeded its quarterly sales goal, the pool of money grew.
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But the CFF score was the real kicker. This was calculated based on customer surveys. You know the ones at the bottom of the receipt that nobody wants to fill out? Those were gold. If customers rated the store poorly on cleanliness or wait times, the CFF score dropped, and even if you had record-breaking sales, the MyShare payout could still be mediocre.
Associate roles also mattered. A Department Manager in 2019 had a different payout structure than a part-time cashier. The tracker would show your "eligible hours" for the quarter. Basically, the more you worked, the bigger your slice of the pie, assuming the store hit its targets.
The WIRE and the user experience
Navigating the WIRE in 2019 was... an experience. It wasn't exactly a slick, modern interface. You had to be on the clock, usually in the backroom or the personnel office, to access the Walmart MyShare tracker 2019.
You'd click through the "Me" tab, find "My Money," and then hunt for the tracker link. Once it loaded, it gave you a projected amount. This was the "estimate." It wasn't a guarantee. The final number usually didn't solidify until a couple of weeks before the actual payout date, which typically landed in March, June, September, and December.
I remember people crowded around the few working computers in the breakroom, waiting for the tracker to update. It was a social event. If the tracker showed a "Super Max" payout—the highest possible level—the mood in the store shifted instantly. Everyone was a little faster, a little friendlier. If it showed $0? The morale drop was palpable.
Misconceptions about the 2019 tracker
A lot of people thought MyShare was being phased out in 2019. That wasn't quite true yet. While Walmart was starting to raise starting wages—which eventually led to the folding of MyShare into base pay for many departments later on—in 2019, it was still a core part of the pitch to new hires.
"Start at $11, but you get MyShare!" That was the line.
Another big misconception was that management controlled the tracker. They didn't. Store managers had their own separate bonus structure (which was significantly higher, often based on annual profit). The hourly MyShare was an automated calculation based on the data fed into the system from the registers and the surveys. If a manager told you they were "giving" you a MyShare, they were lying; the store earned it, and the system calculated it.
The Attendance Factor: The 125% Rule
Let's talk about the attendance multiplier because that’s what really defined the 2019 era. Walmart changed the game by offering a tiered system:
- 0 Points: 125% of the calculated MyShare.
- 0.5 to 2 Points: 100% of the MyShare.
- 2.1 to 3.5 Points: 50% of the MyShare.
- 4 Points or more: 0%. Nothing. Zip.
This made the tracker a source of anxiety. You could see a projected $400 bonus, but if you had 3 points, you knew you were only seeing $200 of it. It created a culture where people were terrified to call out, even if they were genuinely ill, because the financial penalty was so steep. It was an effective business move for reducing absenteeism, but it definitely took a toll on the "friendly" part of the CFF scores.
Why does this matter now?
You might wonder why we’re still looking back at the Walmart MyShare tracker 2019. It’s because it represents the end of an era. Shortly after, the world changed with the pandemic, and Walmart’s compensation strategy shifted toward higher hourly base pay and fewer "variable" bonuses for hourly staff.
In 2021, Walmart began rolling MyShare into the base pay for most departments like Deli, Bakery, and Auto Care. The argument was that associates preferred a predictable paycheck over a fluctuating bonus. While that's true for budgeting, many long-term associates miss the "win-together" feeling of a huge quarterly check.
Taking Action: How to check historical records
If you are a former associate or a current one trying to track down old pay stubs or MyShare history from that 2019 period, you aren't going to find the "live" tracker anymore. It’s gone.
However, you can still access your historical pay information.
- For Current Associates: Use the One Walmart portal (the successor to the WIRE) and look for your "Paystub" link. You can filter by year. MyShare payouts were always listed as a separate line item on the specific paychecks for the payout months.
- For Former Associates: You’ll need to use the Equifax Work Number or the "Walmart former associate" portal. You can request historical pay transcripts that break down your earnings for 2019.
- Check the Dates: If you're looking for the 2019 bonuses, look at your stubs from the first pay periods of March, June, September, and December. If there's an extra couple hundred bucks under "Incentive," that was your MyShare.
Understanding how these bonuses worked helps you evaluate your current compensation. If you're looking at a job now that offers "bonuses," ask if they are guaranteed or tied to metrics like the CFF. 2019 taught us that when your bonus is tied to a survey, you're at the mercy of every grumpy customer who had a bad day.
If you're still in the retail world, keep your own "tracker." Note your hours and your store’s general performance. Even without the WIRE, knowing your value and how your company measures "success" is the only way to make sure you're getting a fair shake.