Archived Disgruntled Employee

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I have worked for this company for going on 9 years. For the majority of those years, I have commanded respect from every ETL crew we have had by showcasing my knowledge, and determination to do things well. There isn't a job in the building that I can't do. Now saying all that, you would think I would be a goto guy, scheduled my full 40 hrs a week right? Nope. In the last year my hours have been cut in HALF!!! I'm getting 20 whole hrs a week, and get treated with little respect. The ETLs treat me as if I am just another team member. I have been the Entertainment Sp.(yes I still call the position that) for 6 years. I am the person that the Electronics team looks to for direction and advice. Not the TL, who is too busy covering LOD since he is a SR.TL(hired on as that in 2012). I am at my wits end with this hours thing. I have gone to everyone about making sure I am scheduled, and no one does anything about. They don't even schedule me the days I am supposed to be there to complete certain processes(like Street Date, Return Scans). I am at the point where I need another job to make ends meet. They just don't seem to understand that they have cost me half my income, but we continue waste hours on mids on days that we don't need them, and schedule people that just flat out suck as a team member. Rant over.
 
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bab5crusade

Guest
Remember....


No matter how much respect you "make." To the company we are just cogs and a number. The goals of the ETL is support the business and the goals of the company. If those goals is to cut hours so our bosses can get bonuses. Then so be it.
 

commiecorvus

Former Signing Ninja
Staff member
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Welcome to The Break Room.

Don't worry about the rant.
It's what this place is for.

My one suggestion is sitting down with your electronics TL and Hardlines ETL and use a buttload of Target talk.
Explain to them that there is a opportunity to accomplish goal setting by proper assignment of manpower.
Point out you are being set up to fail and are not meeting national standards.
Than tell them it would be cost effective.
Who knows it might work.
 
Joined
Mar 19, 2013
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  • Thread Starter Thread Starter
  • #5
I have already spoke with them numerous times. More specifically with the ETL over the last year. Our HL-ETL was a straight our of college hire who destroyed everything the previous ETL had done. He knows he is in over his head, and is looking for an exit strategy. But back to the point, he has made no effort right any of this. Our Electronics TL is a robot, and when I talk to him it just goes in one ear and out the other. My only other choice is to go to our STL, seeing as that our HR is leaving for maternity. I have very little doubt she will do anything either. So what then? Go to the DTL? And by the way our Bounce Back visit is tomorrow and I hope the store gets torn a new one.
 
Joined
Nov 12, 2012
Messages
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I have worked for this company for going on 9 years. For the majority of those years, I have commanded respect from every ETL crew we have had by showcasing my knowledge, and determination to do things well. There isn't a job in the building that I can't do. Now saying all that, you would think I would be a goto guy, scheduled my full 40 hrs a week right? Nope. In the last year my hours have been cut in HALF!!! I'm getting 20 whole hrs a week, and get treated with little respect. The ETLs treat me as if I am just another team member. I have been the Entertainment Sp.(yes I still call the position that) for 6 years. I am the person that the Electronics team looks to for direction and advice. Not the TL, who is too busy covering LOD since he is a SR.TL(hired on as that in 2012). I am at my wits end with this hours thing. I have gone to everyone about making sure I am scheduled, and no one does anything about. They don't even schedule me the days I am supposed to be there to complete certain processes(like Street Date, Return Scans). I am at the point where I need another job to make ends meet. They just don't seem to understand that they have cost me half my income, but we continue waste hours on mids on days that we don't need them, and schedule people that just flat out suck as a team member. Rant over.

I was in the same situation except instead of electronics I was in the Backroom. My situation got better, I hope yours does too. I don't have any advice. My hell lasted 18 months with a douche bag of an ETL-Logistics. Good luck, I hope you have someone at work that lets you vent the frustrations. That sorta helped me.
 
Joined
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Welcome! Stay focus on mmb for now. Spot will be doing weird stuff starting new month. Take ownership of mmb. Do TNT on Monday nights(end caps including setup/fill) & aisles you don't finish on Tuesday morning.
 

Rock Lobster

Executive Team Leader
Joined
Jun 11, 2011
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1,428
Well, I can say that they are just being fair on the hours portion. You are not a specialist, and no TM should have a set schedule or guaranteed hours. Performance does not affect the way the schedule gets completed. You are no longer entitled to those things so that is the first thing that needs to be realized.

In terms of the way the area is operating you need to let your TL know a few things. Tell him all of the things you do and when they need to be done by. Tell him that Monday nights are X, Tuesdays are Y etc... Explain that you understand how hours work at Target and that you don't have a set schedule or get 40 hours (which they are correct to do) but you want to make sure that whoever does end up working those shifts in which specific tasks get done know to do them. It is his job to make sure whoever he is scheduling those shifts is getting that particular workload done.
 
Joined
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Messages
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in my store NOBODY is guaranteed 40 hrs a week....when cuts happen team leads get the cuts also (albeit a little further into the cuts). I am a specialist, brand team member....what ever you want to call it. My hours are anywhere from 20-36.....and (quite)a few weeks last year they were in the teens.

We have had three ETL's in the last year and I make sure each of them have known the core roles for the fitting room and what needs to be done when. I would rather they (and the TL's...one is knowledgeable, the other hates the fitting room...which is awful because that is one of her areas) know the roles and schedule and schedule people who will do the job properly. I don't want to be there all the time and honestly, can't. Honestly, I know I hit a point with one (the second) where they were tired of hearing me and my hours reflected it. The current one is trying to be fair in hour disbursement and we have just the right amount of tm's but hours are going down, down, down for everyone.
 
Joined
Mar 19, 2013
Messages
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  • #10
I think you guys are missing what I am saying when I say I have tried talking to both the TL and ETL. These guys just flat out don't get it. Take next week for example. Return scan for odd number stores. I reminded both of them repeatedly that the scan was coming. The schedule was posted and guess what? No one is scheduled for it. I reminded the HL-ETL once again after the schedule was posted that it needed to be fixed. As of yet, no one has fixed it, and he went on vacation. He won't be back until next Wednesday. The only person who has said anything about the scan to me after all of the reminding I have done, is the APTL, seeing as he comes in and helps us with the scan. He was wondering why no one was scheduled also. I asked one of the other ETLs if the HL-ETL left any communication about fixing the schedule for the scan. Did he? Nope. There is no accountability with this crew. I don't know how many times I can try and teach these guys the same things they should already know when it comes to proper scheduling, and right person, right place.
 
Joined
Mar 19, 2013
Messages
14
  • Thread Starter Thread Starter
  • #11
in my store NOBODY is guaranteed 40 hrs a week....when cuts happen team leads get the cuts also (albeit a little further into the cuts). I am a specialist, brand team member....what ever you want to call it. My hours are anywhere from 20-36.....and (quite)a few weeks last year they were in the teens.

We have had three ETL's in the last year and I make sure each of them have known the core roles for the fitting room and what needs to be done when. I would rather they (and the TL's...one is knowledgeable, the other hates the fitting room...which is awful because that is one of her areas) know the roles and schedule and schedule people who will do the job properly. I don't want to be there all the time and honestly, can't. Honestly, I know I hit a point with one (the second) where they were tired of hearing me and my hours reflected it. The current one is trying to be fair in hour disbursement and we have just the right amount of tm's but hours are going down, down, down for everyone.

None of the TLs in our store have had any of their hours cut. 3 of our TLs are SRTLs, and get stuck with more LOD shifts than the ETLs.
 
Joined
Jun 8, 2011
Messages
31,241
in my store NOBODY is guaranteed 40 hrs a week....when cuts happen team leads get the cuts also (albeit a little further into the cuts). I am a specialist, brand team member....what ever you want to call it. My hours are anywhere from 20-36.....and (quite)a few weeks last year they were in the teens.
We have had three ETL's in the last year and I make sure each of them have known the core roles for the fitting room and what needs to be done when. I would rather they (and the TL's...one is knowledgeable, the other hates the fitting room...which is awful because that is one of her areas) know the roles and schedule and schedule people who will do the job properly. I don't want to be there all the time and honestly, can't. Honestly, I know I hit a point with one (the second) where they were tired of hearing me and my hours reflected it. The current one is trying to be fair in hour disbursement and we have just the right amount of tm's but hours are going down, down, down for everyone.
None of the TLs in our store have had any of their hours cut. 3 of our TLs are SRTLs, and get stuck with more LOD shifts than the ETLs.

Talk to your etlhr on your concerns & their help with matter.
 
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Performance does not affect the way the schedule gets completed. You are no longer entitled to those things so that is the first thing that needs to be realized.

This. This right here is precisely what is wrong with Target.

They keep saying "We need to do more with less." I can get behind that. Things are tight, we need to make each hour of payroll count... but a PART of that should be giving MORE of those hours to those Team Members who do the most WITH them.

I used to work on Plano, but the Pricing Team Lead was a good friend of mine and would show me the reports (that, to be fair, I myself as a Team Member CAN access if I so chose, so he wasn't showing me anything he shouldn't have) that showed how one of his 3 Team Members did less than HALF of what the other 2 did... every... week. He was working on coaching her out of the store, but we all know how long THAT can take... and in the meantime he had to give her the EXACT same hours as the two "good" Team Members or else he'd get in trouble.

That. Right there. THAT'S what drives a company down. Why do a good job and work hard if you aren't going to be really rewarded much for doing so... and not be penalized if you DON'T?
 
S

sher

Guest
Well, I can say that they are just being fair on the hours portion. You are not a specialist, and no TM should have a set schedule or guaranteed hours. Performance does not affect the way the schedule gets completed. You are no longer entitled to those things so that is the first thing that needs to be realized.

I wish this were true in my store. I'm not a bad tm or anything, but there's a girl who has some favoritism in her corner. They've even gone as far as scheduling her in sl (she's hl, electronics and pharmacy... haaates sl) despite having her working in hl just because they wanna give her her hours. When a sl tl/etl is lod and they've done that, they make her work sl
 

commiecorvus

Former Signing Ninja
Staff member
Moderator
Joined
Jun 10, 2011
Messages
18,054
I have already spoke with them numerous times. More specifically with the ETL over the last year. Our HL-ETL was a straight our of college hire who destroyed everything the previous ETL had done. He knows he is in over his head, and is looking for an exit strategy. But back to the point, he has made no effort right any of this. Our Electronics TL is a robot, and when I talk to him it just goes in one ear and out the other. My only other choice is to go to our STL, seeing as that our HR is leaving for maternity. I have very little doubt she will do anything either. So what then? Go to the DTL? And by the way our Bounce Back visit is tomorrow and I hope the store gets torn a new one.

Sorry bout that, I should have asked if you talked to them first.
Sounds like your only option is watching things crash and burn before you can rebuild it.
The only problem is that takes a while before the DTL begins to notice and meanwhile you will be tearing your hair out.

You will need to have a comprehensive plan ready for that day and I'm afraid you might have to let some of the credit go to the higher ups unless you are ready to really start throwing elbows.
If you can turn around the mess quickly it's always possible that they might recognize your potential.
Or they could have just listened to you in the first place.
 

gun runner

Target-free
Joined
Oct 28, 2013
Messages
67
Yep. The solution is to stop caring so much because it's clear they don't. I know it's difficult when you're not that type of person. Despite meager wages I can't help but put forth maximum effort and used to feel guilty when I couldn't get this or that done or finish all of the backstock. I'm staring to learn to say F it, no one else really gives a crap.
 
Joined
Aug 19, 2013
Messages
2,272
Performance does not affect the way the schedule gets completed. You are no longer entitled to those things so that is the first thing that needs to be realized.

This. This right here is precisely what is wrong with Target.

They keep saying "We need to do more with less." I can get behind that. Things are tight, we need to make each hour of payroll count... but a PART of that should be giving MORE of those hours to those Team Members who do the most WITH them.

I used to work on Plano, but the Pricing Team Lead was a good friend of mine and would show me the reports (that, to be fair, I myself as a Team Member CAN access if I so chose, so he wasn't showing me anything he shouldn't have) that showed how one of his 3 Team Members did less than HALF of what the other 2 did... every... week. He was working on coaching her out of the store, but we all know how long THAT can take... and in the meantime he had to give her the EXACT same hours as the two "good" Team Members or else he'd get in trouble.

That. Right there. THAT'S what drives a company down. Why do a good job and work hard if you aren't going to be really rewarded much for doing so... and not be penalized if you DON'T?

Not only that, but gutting someone's hours usually gets someone out the door more quickly than coaching does.
 
Joined
Nov 14, 2011
Messages
13
Yep. The solution is to stop caring so much because it's clear they don't. I know it's difficult when you're not that type of person. Despite meager wages I can't help but put forth maximum effort and used to feel guilty when I couldn't get this or that done or finish all of the backstock. I'm staring to learn to say F it, no one else really gives a crap.

I used to be that person too. It's about the only philosophy I can live by at Target now; I used to give more than 100% of my effort, and I slowly but surely realized that it didn't matter in my ETL's/TL's eyes. As long as the metrics are green, they don't seem to care about the extra effort I attempt to bring to my role; if anything, they often seem annoyed by it. My new philosophy: let it be. Follow their direction. And for God's sake stay in school so you can leave this hell hole.
 
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bab5crusade

Guest
And for God's sake stay in school so you can leave this hell hole.

Sorry to be the half glass full guy, but the way our economy is. Going to school may not even get you out of this job.
 
B

bab5crusade

Guest
True story. I have a 4 yr degree. Had it when I started at Target. Can't seem to escape, & believe me I try.

Yeah, I have a Associates degree in Business and my first management job paid less than a GSA. The first offical management job was assistant store manager.
 
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fyi, I found out from a TL that per some policy, hours for now are currently being prioritized for TLs. This means a smaller pool of hours that can be distributed to TMs. So to OP, it's not surprising that you would be getting fewer hours despite being a top performer. There is just simply not enough hours to go around for TMs. I was also told that there is a way for TLs to give up some of their hours to TMs if 1) the TM has the same availability as the TL, and 2) the TM has the same productivity as the TL. Also, the TL would have be willing actually give up those hours/money. That's about all I know about it.
 
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