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Thank you, Nkg

OMG! I’m never going to pass this test! My brain is old and doesn’t hold very much information lol

Yep. This is going on at my store as well. Team members are getting away with really bad behaviors.

I’m sorry but I have to be there for all my TMs. If a team member is giving someone a hard time they need to know that they can tell me. Not that I can do anything about it. Today is hard because I’m working with one of the TMs that were very disrespectful to me. There are no consequences, so...

The TL that is submitting punch corrections is being watched why AP. They will get them. Jenna, that’s one of the reasons I’m so frustrated. Other TMs come to me to complain about the problem TMs and all I can do is say that I’ll talk to them. It’s not going to change anything though.

Thank you! I appreciate your response. It does have a negative impact on morale. The other TMs are seeing it and hearing the bragging that they get away with what they are doing. It’s bringing everyone down. I’m not the only leader at my store that’s having a hard time holding problem TMs...

I’m posting this here because I just need to vent. We have some TMs that I’ve got so much documentation on because they just need to go. Either they just stand around and to nothing (except for listening to their AirPods) or the just do whatever they want. We are being told to focus on...

Your TL and ETL should absolutely be meeting with you. Part of the expectations for them is to develop TMs. Ask for feedback. This is not “pulling a TM off the floor.”

You will have a better chance of promoting if you’re willing to work at another store. You’re on the bench? Are you meeting with your TL and ETL? Ask to meet off stage on a regular basis to discuss your strengths and opportunities. Best of luck to you!

Thank you for sharing this!

Ask for more responsibility! Know your metrics and take ownership of any that need to be improved. So, for instance, if you’re not meeting RedCard goals think of a game to try. Become the RedCard cheerleader. Same goes for NPS or any other metrics.

What about the FOS? We document all conversations under performance improvement plans. These include attendance. Should we be lumping everything performance related under PIP? This is especially hard now, when we’ve cut hours to the point that no one can do everything expected of them. Have any...

Is this position going away company wide? We’re being told all TLs have to be key carriers and open and close the store.

Thank you!

How do I get to these? Believe it or not, we’re hiring.

I have a couple of TMs that I won’t talk to without having another TL or ETL with me.

Calling for backup can be tricky right now with hours being cut everywhere. Because of social distancing it can look like we need a backup when we really don’t. Don’t just call, walk and see if you really need the support. Get the TMs that do respond back to their work center ASAP. I block off...

Met with my SD yesterday and he said the other SETL and I are doing too much. We need to manage the front. Observe/coach/recognize. If we have to help,we can take over SCO and send that TM over to hop on a register. Honestly, out team is not where it should be. Training is a huge opportunity...

Yes, this is new this year. There are some seasonal TMs that are going to be nothing but trouble if I’m forced to keep them.

Do you have to have documentation if you don’t want to keep a seasonal TM? In the past years we just decided, but this year HR is telling us we have to have documentation if we don’t want to keep a seasonal TM.