Bench advice

sprinklesontop

Expert Retail Whore
Joined
Feb 3, 2016
Messages
686
Currently there are two team members (myself included) on the team leader bench at my store, with one more heavily in the pipeline.

Late last week a team leader position for logistics got posted on the hiring board and neither of us have heard anything either way about it.

I have a weird feeling they are looking around externally for the position to be filled. Anyone ever have a similar situation at their stores?

You have to also take into consideration that other stores in your District may have candidates on the bench longer; and that are more qualified for the positions available. External ( outside the Company ) candidates aren't your only competition for a position.

Truly, just my OWN opinion....I'm a proponent of promotions/transfers going hand-in-hand. I think it helps you, as the promotee, become better, stronger with different Leadership; in a different setting. You can "start" your new role strictly as a Leader...... not as a "former" TM. You see things differently from store-to-store. You can implement your ideas and plans at your new store; something that's harder to do at your current store.
 

busyzoningtoys

Closing Lead
Joined
Oct 6, 2016
Messages
1,105
You have to also take into consideration that other stores in your District may have candidates on the bench longer; and that are more qualified for the positions available. External ( outside the Company ) candidates aren't your only competition for a position.

Truly, just my OWN opinion....I'm a proponent of promotions/transfers going hand-in-hand. I think it helps you, as the promotee, become better, stronger with different Leadership; in a different setting. You can "start" your new role strictly as a Leader...... not as a "former" TM. You see things differently from store-to-store. You can implement your ideas and plans at your new store; something that's harder to do at your current store.
In my store, people on the bench from other stores in the district and outside applicants aren’t even looked at or considered unless there is not any pipeline/bench at our store who has been considered. At least in our district, as recently as last Q4, the DTL no longer had any involvement in the process of someone moving from TM to TL. Filling TL positions is completely at the discretion of the STL and ETL HR.

I think it’s better that way, why should store A trust store B’s judgement regarding their bench/pipeline before considering their own candidate lol. It’s good for the team and for unity/morale for them to see one of their own move up, they know their leader has been in their shoes, and that leader is proof that a team member’s hard work can pay off.
 

Fix It

Former Property Management Lizard
Joined
Sep 16, 2017
Messages
895
We had a benched TM who got a recent TL position and after the announcement another TM who’s never shown any interest in advancing made a stink that the position wasn’t posted at all so maybe it’s just a formality until a decision is made. Just bring it up with HR or your LOG that you’re interested.
 
Joined
Feb 20, 2018
Messages
6
I was just asked if I wanted to be in the bench for upcoming team lead position! What should I expect? Any tips for interview? I Don't know for what department yet!
 

rog the dog

Small Format TL
Joined
Aug 9, 2017
Messages
341
You should expect to wait.

Also get in touch with an ETL / Leader you like and/or likes you they'll literally give you the interview questions.
 
Joined
Oct 6, 2019
Messages
5
So back in July I was approached by my ETL if I wanted to work on development into a TL for the future, well I've been doing the best I can and have gone out of my comfort zone a lot since we had that conversation. Recently I was appointed a DBO role for housewares and my new SD said that the best development I could have would come with running my area. So now that I'm in the pipeline (which I just learned is what you called people before the bench) does anyone have suggestions of how to help put myself out there to get more notoriety and experience for a interview or tips of how to be a better DBO. Everywhere I see people always gripe about having more work to do and how DBO's are so miserable but I truly like it, I love working and even if I don't/can't become a lead I'm still just trying to make my store as best as possible because I love my store.

I hope someone can help me, thank you guys!

(this might be reposted on other subs because I really am looking for as many answers as possible)
 

rog the dog

Small Format TL
Joined
Aug 9, 2017
Messages
341
So back in July I was approached by my ETL if I wanted to work on development into a TL for the future, well I've been doing the best I can and have gone out of my comfort zone a lot since we had that conversation. Recently I was appointed a DBO role for housewares and my new SD said that the best development I could have would come with running my area. So now that I'm in the pipeline (which I just learned is what you called people before the bench) does anyone have suggestions of how to help put myself out there to get more notoriety and experience for a interview or tips of how to be a better DBO. Everywhere I see people always gripe about having more work to do and how DBO's are so miserable but I truly like it, I love working and even if I don't/can't become a lead I'm still just trying to make my store as best as possible because I love my store.

I hope someone can help me, thank you guys!

(this might be reposted on other subs because I really am looking for as many answers as possible)

Well you have the right attitude, and sticking with that is half the battle. You'll feel a little discouraged at some points when it may feel like it's going nowhere.

The other half is owning and leading your area. Aside from making sure you complete your push for the day, take time to know what's going on in your department. Check the set workload tool for any upcoming SPLs, Revisions, or POGs and be proactive about completing them without being directed. Also take time to EXF (or audit if your store allows it, ASANTS on that one) your outs frequently. At the end of the day, your department should look full and guest ready. At the end of the week, you shouldn't have any pending sets.

The leadership part can come in by partnering with your TL or ETL on what needs to be done in your department on your days off, what needs special attention, etc.

All in all use this as a guideline but realize your store leadership will be very transparent with what they expect from their leads if you ask them. Asking to have a sitdown with your ETL to talk about this kind of thing for a little bit is 100% something you can and should do. Considering he/she already approached you about it it shouldn't be uncomfortable.
 
Joined
Mar 31, 2020
Messages
18
So I believe I’m on the bench but I’ve been told I need to “ own “ my department but I work In the frontend so I feel like there’s not really much to do besides what I’m already doing. Anytime I’m in the building I run the floor I make sure everything running smoothly and everyone pretty much comes to me for everything and 99.9% of the time if I’m asked a question about the front I know the answer. I’ve started to do Tm check ins and I also try helping in different departments but Idk what else
 

MrT

Joined
May 9, 2020
Messages
524
Just keep asking for feedback, and asking for more responsibility. Being on the bench is basically like doing all the day to day team lead tasks for team member money without really having to do all the paperwork. Ask a team lead to be your mentor. Hopefully you don't sit on the bench too long in can be a struggle to actually move up.
 

NKG

Nkg
Joined
Jul 27, 2016
Messages
4,304
So I believe I’m on the bench but I’ve been told I need to “ own “ my department but I work In the frontend so I feel like there’s not really much to do besides what I’m already doing. Anytime I’m in the building I run the floor I make sure everything running smoothly and everyone pretty much comes to me for everything and 99.9% of the time if I’m asked a question about the front I know the answer. I’ve started to do Tm check ins and I also try helping in different departments but Idk what else

What are you personally doing for red card goals?
 
Joined
Mar 31, 2020
Messages
18
My store no longer pushes for red cards, we always meet the goal with out doing so. So it’s not stressed. I did create something for all the newer hires so they can understand target circle
 
Joined
Jun 10, 2015
Messages
388
NPS and RTS. And make sure every TM is cross-trained in everything on Front End. Drive Up, SD, SCO, Sbux, Cafe, etc. The less Front End has to call over the walkie for help the better. Leadership will definitely notice that. Trust me.
 
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