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Personally, I'd prefer they do a bonus like other companies have done. That way, at least everyone gets something.

This still does zilch for tenured TM's that will still be above the new starting wage for their job code. Plus, a 2-year TM will still be making the minimim wage. And be expected to be training those people walking in the door.

The premiums add up to about $50 a year, but cover an eye exam and $100 towards frames/lenses.

And at the end of 2020, you'll still be making minimum. Tenure means zilch to this company.

I've been told that flow is changing. 3 blocks of team members, each only scheduled 4 hours. 4-8,8-12,12-4. Each with 4-5 team members.

It's my understanding that they read it. In fact have tried to get it the blog shut down.

Reviews and Merit raise will be moot for any minimum waged team member, as they will get the new bump to the next new minimum the following year. So by the end of 2020, you'll still be making minimum wage even if you began today, and be expected to train the new hire making the same as you...

Another year of answering dissatisfied on the survey. And it'll be another year of nothing being done about recognition and not being valued afterwards.

Well, nobody is twisting anyone's arm to stay. That being said, I've been against this process everytime they do it.

Any snapshot of this page for all TLs?

With usually only one TM in hardlines, it's a struggle to get salesplans, PTM/MPG/D-Code, and clearance done, all while taking an hour out of their time to cover Electronics meals, another hour to cover Beauty, plus their own meals. That's 3 hours right there not in their area. Let's throw...

This may just be their way of telling tenured TMs that they are not capped out and are just out of luck with the new pay schedule. I get that they need to up the ante to hire people, but giving the middle finger to those dedicated ones is just wrong.

Those funds can change regularly though. A planner will move things weekly, monthly, whatever. Even with the Financial Engines, its not making what it could elsewhere.

Not leaving, just my $120,000 could grow faster elsewhere.

It would be nice if you could take your 401K balance and move it to a different means. I've spoken to my moms wealth adviser. He could make me a far greater return on my money than what our 401 has to offer.

DEO = Delivered Exceptional Results DIO = Delivered Important Results ION = ? ? Needed. I cant recall the last one fully.

With the new performance grading metrics (DEO,DIO,ION), has anyone heard what the merit raise % will be for these? DIO combined the old E and EX, and ION IE and U. DEO is the old O. Most team members fell into the E and EX. But will their raise be 3.5% (old E) or 5% (old EX)? I asked my...

I might add that my store finished the 2015 fiscal year saving over 5000 (not a typo) hours. The general consensus is that the STL is screwing the team and padding his bonus.

I don't know what to believe. When my STL toots his own horn about making payroll hours and $$ for almost 20 rolling months now, and we are understaffed frequently, makes you wonder. Now, stores cant rely on flex hours, I accept that. Mine has been down in sales, then sales go up in week 3/4...

I personally dont give a rats ass about ETL bonus. We are the ones who earn it for most of them, and what do we get out of it?