My TL told me that no one is applying.I've heard that ION reviews won't include a raise next year, so I'm curious to see if DIO and DEO raises will be bumped up to what they were previously, or even higher to match the PG45 percentages. That would help with retention overall, but many areas definitely need a localized increase to be competitive and provide adequate staffing. The area I'm in has fast food places hiring at $16/hr. while my Target can't even reach 10% of its staffing goals and suffers greatly from turnover (especially leadership).
ION shouldn't get a raise, but only if they are ION. Reviews are too much of a popularity contest and unfair when it comes to team members. Especially now without the need to score categories or to write personalized evaluations it is even a bigger joke.I've heard that ION reviews won't include a raise next year, so I'm curious to see if DIO and DEO raises will be bumped up to what they were previously, or even higher to match the PG45 percentages. That would help with retention overall, but many areas definitely need a localized increase to be competitive and provide adequate staffing. The area I'm in has fast food places hiring at $16/hr. while my Target can't even reach 10% of its staffing goals and suffers greatly from turnover (especially leadership).
I always thought reviews were a joke because if you read them you basically would have no idea what I do.ION shouldn't get a raise, but only if they are ION. Reviews are too much of a popularity contest and unfair when it comes to team members. Especially now without the need to score categories or to write personalized evaluations it is even a bigger joke.
I remember when I first started you weren't allowed to give the lowest score unless you had performance documentation on that team member.
Oh really. I heard we'd be getting raises in June or July. That never happened.Heard from the senior HR leadership (and the leadership forum lol) that pay would likely be getting base changes in Sept/Oct for TM to ETL.
The exec I briefly spoke with didn't mention anything beyond that they were looking at making sure that merit pay/annual raise was taken into account to not burn the more seasoned TMs this time around.
It's true, we're trying to hire but no one wants to work the availability that's needed.My TL told me that no one is applying.
The Kroger near me is now paying $15.50 and they waited a REALLY LONG TIME to even bump up from $12.
Maybe "flexible scheduling" should work with the availability of those who apply and would be great tm's rather than requiring everyone to have weekend availability. There are some who would may want to only work weekends, too.It's true, we're trying to hire but no one wants to work the availability that's needed.
Nobody at my store is "required" to work weekends, other than leadership. This is entirely a store specific thingMaybe "flexible scheduling" should work with the availability of those who apply and would be great tm's rather than requiring everyone to have weekend availability. There are some who would may want to only work weekends, too.
Our store does not even interview those without weekend availability whether or not they would be scheduled.Nobody at my store is "required" to work weekends, other than leadership. This is entirely a store specific thing
No Bs the more hours your available to work the more hours you will get. Even in January when hours are slashed open availability will get you more hours. I’ve seen team members with limited availability get only 9 to 15 hours in January and open availability peeps get 20 to 30 hours.Is this really a weekend thing?
I am thinking more than someone with kids can't necessarily work 7 to Noon for example.
I also believe that potential TMs won't fall for the old BS that if you open your availability you get more hours.
My weekend availability was only Saturday 8-4. When I started it included Friday evening until close and Sunday 8-1. However I changed my availability and it was approved!Nobody at my store is "required" to work weekends, other than leadership. This is entirely a store specific thing
No, but I did see they are bringing back “bonuses” for capped dc tm’s.Inflation pay raise. Do you think we will ever see it? The cost of living has risen since Covid drastically.
And DC merit TMs get what? Screwed over, once again. Target does not reward loyalty, look elsewhere.No, but I did see they are bringing back “bonuses” for capped dc tm’s.
No, they are revamping how their ease system works as well. I wasn’t really paying attention as I don’t have any merit tm’s, but it will make it more competitive.And DC merit TMs get what? Screwed over, once again. Target does not reward loyalty, look elsewhere.
More competitive = popularity contest. Trader Joes, who supposedly had some of the more employee friendly pay and benefits around, several just voted to unionize.No, they are revamping how their ease system works as well. I wasn’t really paying attention as I don’t have any merit tm’s, but it will make it more competitive.
Target will close a dc before it unionizes.More competitive = popularity contest. Trader Joes, who supposedly had some of the more employee friendly pay and benefits around, several just voted to unionize.
I’m sure “more competitive” is meant in relation to the market. As in, they realize that those same merit positions pay better at most companies and realize there is something that needs to be addressed.More competitive = popularity contest. Trader Joes, who supposedly had some of the more employee friendly pay and benefits around, several just voted to unionize.