Periodically we pull in everyone with call-offs and chat, and remind them that they are responsible for their shift, and document the reason. I have no say in whether it escalates, as my ETL manages all of that.You can’t give them a NCNS CCA if they called off their shift. You’d just follow up with an attendance pdd and escalate if there are consistent PDDs about their attendance on workday.
Chat about what exactly? What are they saying that's pissing you off so much? I can ascertain consistent patterned TMs or leaders that have an inordinate amount of call-offs or NCNS; that's just asking to get coached, written up, or termed. But generally, if they call in sick, there's nothing you can do about it. Quite frankly, it's none of your damn business to begin with, and what's a good enough excuse for you? Find accurate coverage and forget about it.
Not here to debate maybe your store, state. Definitely CCA in mine. Obviously if they “called off” it’s not a NCNS.You can’t give them a NCNS CCA if they called off their shift. You’d just follow up with an attendance pdd and escalate if there are consistent PDDs about their attendance on workday.
I have to say that's not a quality post when I've specified that I'm talking about the "put up my shift then call off when nobody takes it" situations. I understand legit call offs. I also understand bullshit.Chat about what exactly? What are they saying that's pissing you off so much? I can ascertain consistent patterned TMs or leaders that have an inordinate amount of call-offs or NCNS; that's just asking to get coached, written up, or termed. But generally, if they call in sick, there's nothing you can do about it. Quite frankly, it's none of your damn business to begin with, and what's a good enough excuse for you? Find accurate coverage and forget about it.
This post is all over the place. You lead with mental health but then say almost nothing about it at all. Maybe you were just trying to be insulting, but failed? You seem to have zero regard for the TL's mental health in your post. Are we robots to you?Wow, I suggest you all read over Target's focus on mental health this month. You're all forgetting you're not leading robots, you're leading human beings. In this situation if they posted the shift and couldn't find coverage, then what else do you expect them to do? People have things that come up between the date and the time the schedule is posted and time off requests can be put in. If they made every effort to find coverage, then what? Am I to expect them to change their circumstances? If they need the date off, then they need it off. They are giving me notice "I will not be here this date", it's my responsibility to account for that and plan accordingly. If they can't find coverage, am I doing my part to ensure my area is properly staffed? We know they most likely will not show up for the shift and we know it days ahead of time. Why are we not taking it upon ourselves to ensure our staffing is adequate? So we can reprimand our adult employees like children because they had to take their mother to a doctor's appointment, or they had an appointment of their own, or they had a surprise exam that their professor didn't properly notify them of, or some other unexpected event they need to plan their lives around. Why am I going to write them up for being an adult and trying to cover the shift? Does every employee know how to contact every single other employee to make sure they asked every possible person? Can they look at the schedule and see TM's coming back from leave or that had to give up a shift and wanted hours but hasn't been scheduled in 4 days to be asked? No. If a shift is on the board for more than 2 days and hasn't been covered, then it's my job to reach out to contacts the TM may not necessarily have to ensure my area is staffed and my team is not resentful because they are human beings with lives, and lives are unpredictable and sometimes things come up but they're job disciplines them for it?
What happens when that TM is treated that way? They don't bother looking for coverage next time they need to give away a shift and slowly resent the place. Treat them like people and they'll be more likely to want to come into work on a day off and cover those shifts. I want my employees to feel positively towards their job and management, rather than harboring resentment because we expected them to not be human.
TM's need leader approval before giving a shift away anyway, so why are you going to hold the employee entirely accountable for the situation when you need to OK it anyway? Find someone you'd be satisfied with covering the shift and ask them if they'll cover and sign off on it. Bam, you just fixed a potential staffing shortage and kept your TM's happy instead of forcing your team to be understaffed just to guilt someone into feeling bad that life happened. Just because you may think it's not enough of a reason for the TM to switch their shift doesn't mean that it isn't significant to them. Joey had to give away his Saturday shift because his family decided to go on a vacation in a time period that isn't accomodating to Target. He can't find coverage and ends up being absent from his family event because he only knew of a handful of TM's who could cover him. A family member later passes away unexpectedly and Joey is reminded that his last interaction with them could have been much more recent were it not for us demanding he cover his shift without any help. Do you think he's going to be a bright and happy and enthusiastic cashier and leave guests with a positive experience?
Treat your TM's like people, and you'll find the attendance problems will work themselves out.
So you're one of those leaders who likes the position because being a manager at Target makes you feel like you're powerful? Why do YOU hold the ultimate authority on whether or not someone's reasoning is valid or not? At this point, Target does indeed want us to take them at their word. If a team member doesn't want to work there, then they'll leave on their own 9/10 before we can get the corrective process going forward to do anything. Further, if they are not working any of their shifts and put them all up on the swap shift board, then why are you still scheduling them? Why haven't you had a discussion with them about why they aren't working any of their shifts?This post is all over the place. You lead with mental health but then say almost nothing about it at all. Maybe you were just trying to be insulting, but failed? You seem to have zero regard for the TL's mental health in your post. Are we robots to you?
Your solution of "put the shift up for 2 days and then the TM has no responsibility" is absurd. If a TM tells me in advance that they definitely cannot make it in on that day, and their reason makes sense and is legitimately a day they have to miss, that is a different story than the typical version of what I'm talking about. But you're putting your whole case on the TM being an infallible, besieged victim of their schedules and follies. And that shit ain't true. Or I can sell you a bridge.
I want to act human too. Can I tell a guest off? Can I ask out my TMs? I'm just human, bruh, and stuff.
You act as if it's trivial to get people to cover shifts. Your general point of view seems to be that leaders are not important and can suck it to the hilt for a few extra dollars an hour while working three times as hard, while even the most truant of TMs are flawless angels. Way out of balance and the attitude would be insulting if it made any sense.
Perfect examples. It really is case by case. The frustration comes on both sides when there are abuses that do not seem to get addressed.I've been on every end of this situation.
Both as an employee and as a leader.
I think everything truly has to be situational.
I am an amazing planner and typically have my stuff together and never miss a request off.
I also could count on one hand how many times I called out sick in my first 10 years with the company.
I had tickets to an all day music festival that had one of my favorite bands headlining. I also at the time worked overnight. The schedule came out and I was scheduled the same day as the festival. I had forgot to request it off! I tried talking to my boss 2 weeks in advance and they told me to put it on the swap shift board and see if anyone takes the shift. I tried asking several people but they declined or were already working. So I pleaded with my boss and tried to negotiate other days but they were not willing to work with me. Honestly it pissed me off because they were forever asking me to come in on my day off and I almost always was a team player and helped them out. However since I basically screwed myself from just being able to "call out" by trying to do the right thing I went to work. Luckily I was able to sell my tickets for a little bit of a profit. My favorite band was playing the same show a few hours up the road a few days later. I will admit that time I just straight up called out and nothing happened. I had no regular history of call outs so it was never questioned. I didnt feel exactly good about doing that but at the same time when you only have one side always taking and never giving it gets kind of old.
A few years later I was a leader and an employee had a similar situation. While it wasnt for a concert it was for a basketball game that they were being given club level all inclusive tickets for a game to see Lebron James. They were a great employee and always did me solids by staying late or coming in on a moments notice. I told them to try and someone to switch. I also asked a few people for them. We were not able to find anyone. However I still let them take the day off. I just did a better job planning and adjusting my team based on the bodies who were there. Guess what the store still continued to operate. Sure the day would have been a little bit easier had they been there but sometimes you just have to do the right thing for the person and they deserved it. They continued to always have my back as I needed for the rest of the time they were with the company.
It would be a write up. You should have notified your TL that no one picked it up to see if they can cover your shift or be prepared for you not to show up.The classic where the shift is put up on the board, but nobody takes it, and the person calls off.
I feel we're really soft on this and it's biting us in the ass all the time. How do other stores handle these?