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Sure and the poster asked how to motivate the team. Coaching/CA is a terrible motivation technique. Those should be used on team members you want to document to term not ones who are good that you just want to motivate.

I am well aware of what credit discrimination actually is, it is not what you described in your initial post. Going back to the post I responded to. This is exactly why you shouldn't be coaching or writing up someone who doesn't ask every single guest. You are just going to piss off your...

Your train of logic is ridiculous. People you don't ask to apply for a red card: 1. Person who has a red card in their hand to pay (back in the day this was easily 30% of transactions I did at my store) 2. Teenagers who are clearly too young to apply for one. My store was across the street...

That's not how discrimination works at all.

Stop doing the bolded part. Nothing would piss me off more when I worked front end then a leader asking "why didn't you ask the guest about a red card?" when it was already apparent that a conversation like that was a non-starter. I knew who to ask and how to ask and converted at a high percentage.

Zoning was one of the few things that is not a waste time, exceptions being seasonal during like BTS or Christmas and toys during the holidays. Backroom WACO management is something that should be done during the slowest times of the year so it can be done right. It's not something you can...

It's a very different world than when I was a GSA. The expectation pre-Covid was to get multiple apps per shift let alone per month. With that said, yes it is unreasonable.

For years leadership especially at the ETL level and above has been disproportionately white.

One way to start would be talking with your strongest team members about what could improve on truck. Don't necessarily take their word as gospel, but you will get good suggestions.

One of the many reasons Target is in the shitty shape it is in.

That's Target Leadership Culture 101

This is the unifying trait that is dragging the entire company down. ETLs that are actually leaders and not just cheerleaders are few and far between. The ones that do show any sort of leadership skills are usually run off as quickly as possible.

We have a winner! Kind of hard for the GSTL to speed weave when there is only one cashier and no one on the sales floor to respond to backup.

If your store has a history of developing team leaders from within and especially promoting them from GSA then yes. If your GSAs have had a high turnover rate and none of them seem to be getting promoted, then run as fast as you can.

GSA is probably the all around worst job in the store. You don't get paid enough for the expectations that are held on to you.

Good luck telling that to a fire breathing team lead hell bent on making everyone's day miserable. The thing that irritates me is our ETL-GE clearly doesn't like the way things are being done, but is too much of a pushover to do anything.

The GSTL at my store abuses coachings like they are going out of style. She writes every thing down, has cashiers initial every piece of paperwork she prints off and doesn't feel like her shift is successful unless she has coached half of the front end team. The team dreads seeing her on the...

It stands for Extra Special Team Leader. Duh.

There is very little you can do when it comes to an STL. An STL in my district was on the local news over a year ago committing a felony(plead down to misdemeanor) and to my knowledge still has his job a year later.

What does the bold phrase even mean? If by that you mean vapid, lazy, and aged 22-26 with a clean cut look and no leadership skills then yes I would agree that is what ETLs are made of.