Favoritism??

Joined
Aug 16, 2011
Messages
253
#1
We recently got a new GSA and a new clerical person but it wasn't even posted. One day a former cashier suddenly got the GSA position and one day a former SF TM got the clerical position. How is that even possible?? Seems like alot of favoritism is going on at my store.
 
Joined
Nov 9, 2011
Messages
10
#6
If the management already knew who they wanted for the positions, would you rather they posted an opening and made people go through the process when they never really had a chance in the first place?
 
Joined
Jun 19, 2011
Messages
113
#7
Yep, it happens. Plenty of positions at my store have gone un-posted and "suddenly" given to a TM without much notice.
 
Joined
Jun 8, 2011
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25,230
#8
My store does posts the jobs, so that they say it was posted & all can apply for it. My mgt tries to be fair, they will do the interviews. So
Sometimes, that is when they get to know that the tm applying maybe better for a different job.
 
Joined
Nov 5, 2011
Messages
72
#9
I was told they don't have to post them at the store anymore but they still should be posted online since that is how they are supposed to apply anyway. I encouraged one of my team to apply for TL even though we weren't sure there would be an opening. She got the position a few months later. There were people that were upset but she was a hard worker for me and a very good choice imo.
 

buliSBI

Former Team Member
Joined
Jun 17, 2011
Messages
2,996
#10
The truth is store management already knows and has plans on what TMs they want to advance. They want someone they can control and mold. I can't even count how many times positions were posted at my old store, but no interviews were conducted.

Back in the day (before 2005), stores conducted interviews on the best candidates. They sent TMs with the potential to the Round Robin interviews.
 
B

Barcode

Guest
#11
Hmm I think we post all our positions. I had to apply internally for mine.

We're hiring a new GSA soon, and its funny because we already know who we want to do it, so we're just preparing them to pass the interview lol :)
 
L

Ludwig3

Guest
#12
Favoritism is definitely popular at Target I've noticed. Sometimes the hardest working received nothing but someone less productive will load up the Team card chart with petty "Thanks for so and so!".
 
Joined
Nov 11, 2011
Messages
4
#13
LOL we were just talking about this at work the other day. Its funny how many people that are lazy get away with everything and get promotions and those of us that bust our hump get nothing. I mean its funny if I stop and talk to someone for 3 mins I get yelled at by my TL or ETLS but if the lazy ones stand around and talk they can talk for 45 mins and the TLs say nothing. Drives me nuts!!!
 
Joined
Jun 21, 2011
Messages
704
#14
If anyone thinks that favoritism has anything to do with Target, you are sadly mistaken. It's bizness. It's how it works. Work hard, make friends, you'll move fast. It's a simple equation. If you aren't do those 2 things, you're going to have a long career working reshop.
 
Joined
Nov 2, 2011
Messages
40
#15
You will encounter favoritism everywhere you go. It is human nature. Target is no exception to that.

Often the best candidate will not get a job simply because they are the ones spending the time working the job and not spending time talking to the higher ups and getting to be their friend. I have seen this in other jobs I have held over the years. The person who gets to be buddies with the higher ups is the one who gets promoted rather than the person who really knows what is going on.

If you think leaving Target will get you away from favoritism, you are sadly mistaken.
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#16
That is the funniest thing I have read in a long time. Thanks for the laugh.

Favoritism is the single biggest weakness that this company has (outside of it's stupidity).

I do work long, I have fun, and I even some people that I call friends. I am constantly coming up with new and better ideas for things and was recently given a GTC for introducing a way on fixing planogram's where the product is sitting naked with one of those pincher things and empty space.

Yet I am denied promotion after promotion because of either how I talk during interviews or what my body language is. If that isn't favortism then I don't know what else it could be.

Oh, and plus I have been fired for giving backroom my key which was SOP at the time. Since then, team members have gone home with a core from the lock-up case, the iPad one, and not gotten terminated for it.

Favoritism indeed.
 
Joined
Sep 23, 2011
Messages
287
#17
That is the funniest thing I have read in a long time. Thanks for the laugh.

Favoritism is the single biggest weakness that this company has (outside of it's stupidity).

I do work long, I have fun, and I even some people that I call friends. I am constantly coming up with new and better ideas for things and was recently given a GTC for introducing a way on fixing planogram's where the product is sitting naked with one of those pincher things and empty space.

Yet I am denied promotion after promotion because of either how I talk during interviews or what my body language is. If that isn't favortism then I don't know what else it could be.

Oh, and plus I have been fired for giving backroom my key which was SOP at the time. Since then, team members have gone home with a core from the lock-up case, the iPad one, and not gotten terminated for it.

Favoritism indeed.
Maybe your general attitude is something they pick up on. Body language is supposedly 60% of every message you deliver, so what you appear to be thinking is more important than the words coming out of your mouth. You clearly don't like Target, so why would they want to promote you?

Also, bilder is right, favoritism is a part of EVERYTHING in life, it's not exclusive to Target. Also, your not being promoted tells me nothing about favoritism, just that they don't think you merit a promotion.
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#20
You're kind of missing the point.

They terminated somebody for a minor screw-up while somebody did something even worse, said person was not terminated or treated differently.

I don't care about favoritism at other aspects of life, we are talking about this one and the wrong people are repeatedly being promoted.

Their current method is WAY too subjective, they need to move to an objective method.

/Seriously, we had a Sr. TL lock somebody in at night, they escaped and three cop cars were called in.
//Sr. Tl lost count of the number of team members in front of them four times.
 
Joined
Jun 20, 2011
Messages
286
#21
You're kind of missing the point.

They terminated somebody for a minor screw-up while somebody did something even worse, said person was not terminated or treated differently.

I don't care about favoritism at other aspects of life, we are talking about this one and the wrong people are repeatedly being promoted.

Their current method is WAY too subjective, they need to move to an objective method.

.

What kind of objective method are you referring to? Seniority? Attachment rates? Cashier speed score? Meeting time lines? The things team members are scored on are a great example of productivity, but that alone cannot determine whether someone will be a good leader. What do you suggest?
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#22
Oh lord there are so many things that can be done...

Experience
Past performance
Job-related educational background
Ability and qualifications to perform the work
Attendance
Relationship building skills

There are literally hundreds of different factors they could be going after. Their current method is not only unfair, it is also illegal.

Here is a list of things that are considered "bad" by the experts and jury's. Guess how many Target has now codified in it's business methods and internal processes?

  • Base promotion decisions exclusively on the supervisor's visual observations and comments without reference to objective documented factors.
  • Make decisions without giving employees an opportunity to express interest.
  • Summarily dismiss an employee's interest in a promotion opportunity.
  • Tell employees that they would not be considered because of such generalizations as "It's a man's job" or that they would not like the environment of the new job because "It's male" or "It's white."
  • Use educational levels as criteria for promotion unless specific educational requirements have been professionally certified as related to the job.
  • Maintain the status quo if statistics reflect underutilization of minorities and females at higher levels.
  • Make promotional decisions without input from employees on their particular interests.
  • Evaluate on such subjective measures as attitude.
  • Allow one person to make promotion decisions.
  • Impose barriers not related to the job, such as depriving a person of seniority when promoted from one department or plant to another. (It is permissible, however, to require specified periods in company employment or in a current position as qualifications for being considered for promotion.)

Let's face it. It needs to change now because it's leading to valuable team members leaving. Subjective promotions are without a doubt the worst, and I mean worst, way to do promotions. And no, writing down body language is not a way to do that, seriously this is the 21st century, because some people have disabilities.
 
Joined
Sep 23, 2011
Messages
287
#23
Talan:

1) This is against Target policy, so if that's what you're store does, report it and/or transfer and/or seek legal action.
2) This is not illegal, or against target practice, nor is it something that is contrary to common business practice.
3) See #2
4) See #1
5) See #2
6) What are you talking about? White men get an advantage over everyone else? While this is true, it's hardly confined to Target, it is also something that most companies (including Target) and the gov't have/are attempting to fix.
7) Again, what are you talking about? Employees interests are irrelevant. A janitor can want to be CEO, who cares?
8) Target policy is to evaluate attitude in promotions/raises, your attitude from my experience on TBR, is poor. You may think you're hiding it well, odds are you're wrong. Evaluating people on attitude is perfectly legal and acceptable in business.
9) Again, this is not illegal, nor is it contrary to common business practice.
10) I don't understand what you're trying to say.

You, from what I've been able to gather on here, have a poor attitude, have a poor opinion of your bosses/co-workers/customers (guests), but think you should have something handed to you despite these factors. You may be the meanest instocks demon, you may zone like a champ, and your attachment score may be insane, but from what I can tell, you're the exact opposite of what MOST retail employers want. I've seen nothing but gripes and sarcasm from you, maybe you're the problem, not a company that makes millions of dollars in profit every year.
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#24
You are right, those behaviors are not illegal and I should have used a better term. They are indicators that bias is happening and are used by courts as evidence of bias/discrimination is occurring whether it was planned or not.

Here is a decision by the U.S. Circuit Court of Appeals for the 5th District. In it, the court held that these practices were unacceptable in selecting individuals for promotion:
  • A foreman's recommendation was the key to the promotion.
  • Foremen were not given any written instructions pertaining to qualifications necessary for promotion.
  • Standards were vague and subjective. Hourly employees were not notified of promotion opportunities or of the qualifications necessary to qualify for the higher position.
  • There were no safeguards established by the company to avoid discriminatory practice.

In Paul Muller vs. United States Steel Corporation, the court stated that “The law is clear that a plaintiff in a job discrimination case need not prove that the employer had a specific intent to discriminate. It is sufficient that the employer’s conduct produced discriminatory results.” Therefore, even if you, as management, have no desire to show favoritism, if there are vague promotion policies that allow others to exhibit some kind of favoritism, you are still legally liable.

Another case is Rowe vs. General Motors Corp. The case was lost by the company because promotion “standards which were determined to be controlling are vague and subjective,” and “there [were] no safeguards in the procedure designed to avert discriminatory practices.” The phone calls that can be rerouted to the store is not a safeguard because it deals with it AFTER the problem has occurred. Target has a policy but no safeguards. Telling somebody not to do something and then walking away isn't a policy because it is abdication of responsibility.

This isn't about me or you. It's about what is best for the company. I have several thousand dollars in this company's stock because I believe that it can go the distance and I want it to be all it can be but that is never going to happen unless it starts to face harder and harder truths. This is a company that needs an assessment of how it conducts business by outsiders.

My attitude at work and how I present myself on this board are two completely different things.
 
Joined
Jun 21, 2011
Messages
704
#27
Favoritism, bias, discrimination, inequity, nepotism, partisanship, preference, preferential treatment, unfairness......WHATEVER you want call it......is a trait of ANY business. It is not contained to Target. Pure and simple. Washington D.C. is full of corruption (favortism). Have you ever heard someone say, "I know someone" or "I'll put in a good word for you?" That is favoritism. If you are going to work for a monster organization, company, etc.....you better learn how to play the game. Favoritism. Use it. Love it. Welcome to corporate America.
 

pzychopopgroove

cyberpunk//my little pony
Joined
Sep 23, 2011
Messages
1,655
#28
Favoritism, bias, discrimination, inequity, nepotism, partisanship, preference, preferential treatment, unfairness......WHATEVER you want call it......is a trait of ANY business. It is not contained to Target. Pure and simple. Washington D.C. is full of corruption (favortism). Have you ever heard someone say, "I know someone" or "I'll put in a good word for you?" That is favoritism. If you are going to work for a monster organization, company, etc.....you better learn how to play the game. Favoritism. Use it. Love it. Welcome to corporate America.
Favoritism is why I walked out of Target and suddenly had Full Time hours at my (now the only job I have) overnighter.
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#29
And this is the attitude that leads to lawsuits. If I see, read, or hear about somebody else do something that is remotely as bad as what I do then it's OK to do it myself. It's a political argument that is repugnant because it excuses everything and promotes nothing.

Just because you see somebody pissing into the wind without getting peed on doesn't mean you should do it.
 
Joined
Jun 21, 2011
Messages
704
#30
I promote hard work, good working relationships, and respect. I don't know any other way. No negative attitude allowed. It couldn't be any easier.
 

talan123

Team Member/Troll
Joined
Jun 16, 2011
Messages
652
#31
Here's the problem though...

Who determines negative attitude and where it comes from? If an employee has a negative attitude that is being caused by another team member and reported it to their supervisor and nothing was done about it, is it their fault? Could said person have a good attitude but the leader is not able to see it or the well was poisoned? You just can't trust that people can see all the different angles on these kind of things.

Hard work, good working relationships, and respect are also very good indicators but they are still highly subjective. How do you turn respect into a quantifiable aspect of a person?

It's hideously complex to promote somebody. There isn't any one way to do it right but we do know what doesn't work and unfortunately it's happening right now.
 
Joined
Jan 31, 2012
Messages
461
#32
I've been asking people to share these exact types of examples for weeks
We recently got a new GSA and a new clerical person but it wasn't even posted. One day a former cashier suddenly got the GSA position and one day a former SF TM got the clerical position. How is that even possible?? Seems like alot of favoritism is going on at my store.
 
Joined
Jun 6, 2013
Messages
1,210
#33
We have so many people who are related working at our store. We also have a lot of couples. Our HRTL's son works there. He's just a kid, so some of the crap he pulls is understandable. He started as a cashier then went to FA. I guess he decided he wanted to be AP because he started wearing a walkie and going all over the store doing "surveillance." Next, I guess he decided to be GSA because when he was supposed to be working at FA he wore a walkie and called for back ups and would go to any lane that had a flashing light to help them. Now he is being trained to be GSA. I wonder how that will work since his mom does the schedule, cash office and works as GSA to cover brakes and lunches. Oh, and he's dating a girl he works with at FA. Yes, they are scheduled together often. They both called out on the same day then showed up at the store that night to shop! Yep! Not making that up! I realize anyone who reads this and works at my store will know who I'm talking about, but I'm all out of f**ks to give.
 

oath2order

Scary Socialist
Joined
Oct 24, 2013
Messages
7,564
#36
Favoritism is a good part of why my store is the shit storm that it is.
Oh true that! I don't know how the current presentation TL at my store is even still employed by Target it's absolutely amazing how they can't get rid of her.

Oh and the current softlines TL, everyone on the sales floor thinks was only promoted because she's friends with the former ETL-HR.
 
Joined
May 14, 2014
Messages
141
#37
Favoritism is a good part of why my store is the shit storm that it is.
Oh true that! I don't know how the current presentation TL at my store is even still employed by Target it's absolutely amazing how they can't get rid of her.

Oh and the current softlines TL, everyone on the sales floor thinks was only promoted because she's friends with the former ETL-HR.
It's like you work in my store!!!
 

oath2order

Scary Socialist
Joined
Oct 24, 2013
Messages
7,564
#38
Favoritism is a good part of why my store is the shit storm that it is.
Oh true that! I don't know how the current presentation TL at my store is even still employed by Target it's absolutely amazing how they can't get rid of her.

Oh and the current softlines TL, everyone on the sales floor thinks was only promoted because she's friends with the former ETL-HR.
It's like you work in my store!!!
...By any chance, at your store, is the heating in the break room completely messed up, and did your ETL-HR take a lot of vacation before she left?
 
Joined
May 14, 2014
Messages
141
#39
Favoritism is a good part of why my store is the shit storm that it is.
Oh true that! I don't know how the current presentation TL at my store is even still employed by Target it's absolutely amazing how they can't get rid of her.

Oh and the current softlines TL, everyone on the sales floor thinks was only promoted because she's friends with the former ETL-HR.
It's like you work in my store!!!
...By any chance, at your store, is the heating in the break room completely messed up, and did your ETL-HR take a lot of vacation before she left?
I don't think so but I won't sit in the break room because it's foul and it's odd you say that because she was a she and she did just leave.
 
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