FrontEndFirecracker
Vibe Machine
- Joined
- Dec 25, 2011
- Messages
- 135
I had a short conversation with my STL yesterday as I was closing SD. I'm a newly promoted GSA, and I basically called out of 4 shifts (1 GSA which the GSTL offered to cover) and 2 SD shifts (I wasn't the closer, so I wasn't super worried about them finding coverage as 1-2 other people were scheduled during that time). I had a doctor's note because I was contagious and not to return to work until the 24th, and when I offered the note to my SrGSTL, he said he didn't need them.
He wanted to make sure I was doing better, but more importantly and rightfully, he wanted to make sure the position wasn't proving too much for me, and that this was just a fluke. I assured him I never ever call out of work. I invited him to speak to the ETL-RX and the ETL-HL, because I worked in both places combined almost two years and maybe missed 3-4 days in that whole time because of sickness or family deaths. I then asked him about whether he had heard any feedback about opportunities I had, to which he said he hasn't heard much because I'm so new.
He mentioned that if I did do something "wrong", it would become a teaching/learning moment. Is this a CA, or since my learning plan hasn't been completed - would it actually just be a training moment to learn what I did wrong and how to do it differently?
On another note, another GSA does not like me. I was SD last night while she was GSA, and there was significant tension. She interacts with every other TM but doesn't say a word to me. When I ask her a question about something I'm not sure of, she gets quick and snappy with me and makes me feel inferior. She went on her 30 and had a random cashier cover her instead of asking me, a GSA, to cover - and I was called over 2-3x in that 30 minutes for issues that needed a supervisor password. Do I quietly ask her what I did to generate the animosity, or do I go to GSTL or HR? I have known her for over a year, and she was never like this before I got my promotion recently. It makes it a bit uncomfortable to work when she's there.
Thank you!
He wanted to make sure I was doing better, but more importantly and rightfully, he wanted to make sure the position wasn't proving too much for me, and that this was just a fluke. I assured him I never ever call out of work. I invited him to speak to the ETL-RX and the ETL-HL, because I worked in both places combined almost two years and maybe missed 3-4 days in that whole time because of sickness or family deaths. I then asked him about whether he had heard any feedback about opportunities I had, to which he said he hasn't heard much because I'm so new.
He mentioned that if I did do something "wrong", it would become a teaching/learning moment. Is this a CA, or since my learning plan hasn't been completed - would it actually just be a training moment to learn what I did wrong and how to do it differently?
On another note, another GSA does not like me. I was SD last night while she was GSA, and there was significant tension. She interacts with every other TM but doesn't say a word to me. When I ask her a question about something I'm not sure of, she gets quick and snappy with me and makes me feel inferior. She went on her 30 and had a random cashier cover her instead of asking me, a GSA, to cover - and I was called over 2-3x in that 30 minutes for issues that needed a supervisor password. Do I quietly ask her what I did to generate the animosity, or do I go to GSTL or HR? I have known her for over a year, and she was never like this before I got my promotion recently. It makes it a bit uncomfortable to work when she's there.
Thank you!