TronixRockstar
Elec/MMB Trainer
- Joined
- Mar 9, 2013
- Messages
- 30
I've worked for target for more than 3 years and am the trainer in electronics/MMB. If the Elec Specialist position were still a thing, that would be my title. I'm sure you all have noticed the increase pressure in AAR and ESPs. While Red cards can be tracked electronically, our AAR isn't. We individuay write down our AAR on a daily sheet and a weekly individual sheet. Individual performance is sent throughout our district to each electronic TL. And this is where my problem stems from.
An electronics team member has been less than honest about his numbers for 6 months to a year. He only writes down core items that he gets attachments on, but omits the cores without attachments. He is always like 250% each week according to the AAR sheets. Unfortunately, he does usually well and gets ESPs, but he isn't nearly as good as he looks on paper. He is also useless in every other way: doesn't do pulls, receipt scanning, any projects, etc. I've talked to my TL about this 5+ times, sat down with the Hardlines ETL about it, and at first they said it would be dealt with soon. Never happened. The problem is babysitting him to see when he does it. I witnessed him do it again twice the other day. I told my TL about it, his response was to just "let him cheat until he dies." (He's fairly old).
He gets sooo much recognition from the STL and other leaders, and gets special treatment. He was able to get out of a Saturday shift without finding a replacement, because he had a birthday party to go to. He gets the most hours and the morning shifts, he takes hour long lunches and half hour long fifteens without consequences, and doesn't even zone when he closes. The tipping point was today, I saw that they are sending him a gift and and thank you note to his house for his AAR performance. And our raises are based on our self reported AAR numbers. The rest of the electronics team feel devalued and demotivated.
Opinions? Thoughts? We have lost several excellent team members because of him, and nothing is getting done. I'm ready to call the hotline, due to this and a few other issues.
An electronics team member has been less than honest about his numbers for 6 months to a year. He only writes down core items that he gets attachments on, but omits the cores without attachments. He is always like 250% each week according to the AAR sheets. Unfortunately, he does usually well and gets ESPs, but he isn't nearly as good as he looks on paper. He is also useless in every other way: doesn't do pulls, receipt scanning, any projects, etc. I've talked to my TL about this 5+ times, sat down with the Hardlines ETL about it, and at first they said it would be dealt with soon. Never happened. The problem is babysitting him to see when he does it. I witnessed him do it again twice the other day. I told my TL about it, his response was to just "let him cheat until he dies." (He's fairly old).
He gets sooo much recognition from the STL and other leaders, and gets special treatment. He was able to get out of a Saturday shift without finding a replacement, because he had a birthday party to go to. He gets the most hours and the morning shifts, he takes hour long lunches and half hour long fifteens without consequences, and doesn't even zone when he closes. The tipping point was today, I saw that they are sending him a gift and and thank you note to his house for his AAR performance. And our raises are based on our self reported AAR numbers. The rest of the electronics team feel devalued and demotivated.
Opinions? Thoughts? We have lost several excellent team members because of him, and nothing is getting done. I'm ready to call the hotline, due to this and a few other issues.