Is it true y'all sacrifice one seasonal hire during the holidays to please the DTL gods?
In regards to developing people for promotions, e.g. Tm-TL, TL-ETL, ETL-STL, What are the many variables that come into play where the actual promotion gets the "go-ahead"?
With End2End has there been satisfactory training for sales floor TMs on the backroom certifications at your store? We have some TMs who say they feel like they weren't trained well enough but others say they are more confident. I was curious if this was ASANTS or not because we are a big store. If you left before End2End then anyone can answer lol
How many ETLs that you worked with can you say legitimately cared about their job? To me, it seems like a lot of them really don't care.
Also, how do you guys decide what TMs to promote to TL? From the outside looking in, it looks like their are a lot of politics involved.
If TMs are coming to you with legitimate complaints about a TL working under you, would you be willing listen to them? Basically, do you and your fellow ETLs really listen to your TMs? Any ideas for how tm-leadership communication can be improved, when obviously, TMs dont have email access?
Are there ever "quotas" set for there to be a certain number of coachings per (or in a particular) department?
(A longstanding rumor at my store and one that hasn't been proven false by the numbers of coachings we see happening every week.)
Why does target hire more employees instead of giving the existing, more liable employees the hours?
I'm always willing to listen. If a concern is mentioned I'll keep my eyes open to see if I notice the same concern and address it as necessary. As far as communication is concerned, if you are confident and have the courage to approach your TL you're having issues with, a good leader would take the feedback and try to resolve the issue. If you truly feel uncomfortable you can always go to your ETL, but ultimately it should be able to be handled at TM-TL level. If I had a complaint about my STL and I just went to my DTL to complain, that doesn't look good for either myself or my STL. I'd be challenged with having more courage to address it directly rather than going over someone's head.
Really depends on the leader though and how well they handle feedback, that's the only issue. It can be touchy.
How accurate is it that the more beautiful and attractive you are, the higher up the ladder you promote? I've had ETL's/STL's that are not very bright... but brighten up the store with their good looks haha..
Personally i don't think it really has to do with looks as i personally think it has to do with how they handled the interview and can speak for potential problems they might incur if they were in a given situation. A Lot of Leadership I have met throughout my years at Target were Very young. Some were mature were as others were not. Some were even well dressed, well groomed but spend a few moments actually trying to keep a conversation, it could go "Left" real fast. @prim07, am I correct or incorrect in this assessment?How accurate is it that the more beautiful and attractive you are, the higher up the ladder you promote? I've had ETL's/STL's that are not very bright... but brighten up the store with their good looks haha..
I've been in quite a few targets and this doesn't seem to be the case at all lol