- Joined
- Aug 30, 2011
- Messages
- 672
So my time has come and I've "crossed over to the dark side", I was curious what everyone looks for in an ETL-HL? Been with Target quite awhile, but are there specific traits that an ETL-HL should have?
Here are a few things that I suggest.
1. Give them what they need to get their job done. They need equipment, they need TMs, they need time off the floor so they can know their business. You can't expect them to tell you about sales, know about an upcoming set specific instruction, to develop their leadership style, to know how to use knowledge of other work centers if you don't provide them what they need.
2. Be realistic. If your team has 100 hours to split among the 2 TLs and TMs, with 50 sales planners, and PTM like ass, while closing 3-4 times a week. Don't expect it completed 100%, and if it is, don't harp on them about some stupid vibe folder or a sticker on a peg.
3. Realize they do more than you know. They are the ones covering breaks, fixing mistakes from other teams, daily tasks, fixing accuracy problems in other areas, etc. and it takes time. That 8 hour shift is much less than that in their own workcenter.
4. Give honest and direct feedback. Don't BS them, if they are great, tell them and tell them what to work on to improve. If they suck, tell them and tell them what to work on to improve.
5. Do not show favoritism. If 1 TL has to close and zone 2 runs, then all of them should. Allowing 1 TL get away with the least amount of work possible while the others bust their ass will quickly cause resentment.
6. Let them lead their team. Don't work a level down, if a TM comes to you with an issue then you need to direct them to their TL.
7. Work with them. You shouldn't do it all the time but when the workload is so heavy they are stressed just trying to get half of it done, don't sit in TSC and text. If you can't do their job then how can you tell evaluate them or judge their performance.
Basically, give them what they need to get the job done, if not then don't ***** about it.
I disagree with 6 ALOT. I go to my ETLS all the time if I have an issue or question because I hardly ever get to work with my CTL. The ETLS at my store actually encourage this and try to be involved as much as possible in the workcenters. Sure there are some specific things I need to go to my CTL about dont get me wrong, but its not a bad thing to go to ETLS either.
I disagree with 6 ALOT. I go to my ETLS all the time if I have an issue or question because I hardly ever get to work with my CTL. The ETLS at my store actually encourage this and try to be involved as much as possible in the workcenters. Sure there are some specific things I need to go to my CTL about dont get me wrong, but its not a bad thing to go to ETLS either.
If your TL isn't there, then go to your ETL. If it's something personal and only a select few should know, then go to your ETL. If it's work related and your TL is there, then you need to go to them. That's your supervisor. Your ETL's sound like they work a level down. I don't need my ETL making a cleaning tote, telling TM1 what area he's responsible to zone tonight, or picking an endcap for the Coke vendor. I need my ETL talking to buyers to get us extra clear and mesh backpacks for BTS, to come up with developmental activities that help the TL network with other stores, or fight the STL for extra hours for my team.
Do you have any idea how annoying and disrespectful it is when TM's do what you suggested?
So my time has come and I've "crossed over to the dark side", I was curious what everyone looks for in an ETL-HL? Been with Target quite awhile, but are there specific traits that an ETL-HL should have?