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It is an inbound responsibility, yes. That said, if it isn't finished style helps. No sense in fighting a turf war instead of driving sales.

Get breakout done. If that means you and your style TLs are in the back breaking out at 3PM so be it. It's cliche, but you cant sell from the backroom.

As long as you're in a single floor store, $45M in sales definitely will only have two GSTLs.

Unfortunately most stores will now be over headcount, so those of you on the bench may need to wait it out a while longer :(

The current ETL GE job description is the same as ETL-SF

I did mine, all leaders in my district were given the same format for self reviews, basically just bulletins out wins and opps for financial, operational, and team. I switched from Hardlines TL to closing halfway through the year, and I felt like I put too much about Hardlines as opposed to...

Pay wise I'm sure I could've negotiated, but I'm making close to base for a sr. TL. I dont have another TL with me at night (this really sucked during Q4), but my store does have an ETL scheduled to cover my lunch every day. That said, they take calls for me, but half the time they call me...

Pretty strange; I'm fairly sure that what you described would fall under a performance issue, not conduct.

Essentials is the larger category for most of the other P1 stuff. So within essentials is HBA, chem, pets, paper, etc.

It depends on volume.

If you're in a $15/hr minimum metro area I'd say you're looking at $19-$21. Otherwise it'd be $16-$18.

If anything it will be less. Currently the sr. TL base is 17.75, and tl base is 16. When senior goes away, and pay goes to say 13/hr, it's possible the base goes to 17 for tl, and current seniors get nothing.

Constantly

I'd say pretty much without a doubt that gstl is the easiest. It sucks to play babysitter to the cashiers, and get yelled at by guests constantly, but unless your store is truly holding you accountable for your metrics (redcard, mycheckout, nps) then there's not much you can screw up. As far...

My advice for improving AAR and SRP rates is to start by focusing less on selling techniques, and more on getting your team onboard with approaching every guest. Most stores I've seen have a culture where the electronics team does a relatively low percentage of the actual electronics...

Get yourself on the bench if you're looking to promote. STLs talk. Even if yours supported you applying, I highly doubt they'd reccommend you to a peer if you haven't gone through the formal process with them first.

Nope, it's expensive for Target to pay people to be key carriers. That number is going down, not up.

Have you expressed interest in the position to your ETL/STL since the position was posted? Are you actually on the bench (interviews complete and signed off), or are you just in the pipeline? Have you gone on eHR and applied for the job?

Build a partnership with your peers. I wouldn't do anything major to an end outside of my area without first talking to the leader who owns it, but it's pretty common for us to help each other out. As far as a quick spot fill/flexing goes, we'll make sure it gets done regardless of area.

Is there actual confirmation that minimum is going to 12 soon?