Archived Human Resources.. Weekly Contribution form?

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Logistics princess

Logistics princess

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Feb 2, 2014
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Anybody else doing this

Recognize 2 tms every week (changes weekly)

Identify 3 tms that "need support" (changes monthly)
send hr coachings on them at least once a week (every Friday) till they improve or hit corrective action after 4 consecutive weeks of coaching.

oh and if there is improvement and nothing to coach them on we have to send "improvement performance discussion documentation" basically the coaching form but saying that they've improved.
 
Wait, what?

What if your team is pretty decent?

What if you don't have any people who frelling well 'need support'?
Or are they saying that there are always TM who suck?
And if there is improvement and nothing to coach them on you have to send a form saying they have improved... okay I can see that.
But what if they are fine as they are?
What if you are running a green team with no slackers?
Do you have to pick one at random?
What an awful concept.
 
I was told that unless you're brick green and every TM is 100% a rockstar performer, then there is someone somewhere in your work center that "needs support" .
Now my back room is flaming red right now so I have plenty of coaching to go around, but the whole head hunt routine coaching thing feels kinda sleazy in that I was blatantly told I'll always be able to "find things" to coach my 3 on.
 
This used to be part of the whole "walk the vibe" bit the TLs had to do. So basically it hasn't been dropped when they dropped that, but changed it to a different format. Figures.
 
I just never thought I'd hear an HR Exec openly talking about head hunting, petty coaching, and performancing out team members.
"After 4 weeks it's top performer or corrective action."
 
Just TMs? Shouldn't it start from the top? Coach and re-train the people who oversee the TMs so they can lead by example.
 
When I'm busting my ass, pulling and backstocking circles around my team with zero errors/baffles, and just simply physically moving at 3 times their speed, then I am leading by example. Thanks for your concern over my performance though. ;)
 
@OhEmGee: Nope, they hire the majority right out of college & very few actually have retail experience.
Back in the day when Target was a company you'd be proud to work for, the bulk of promotion came from within.
A TM could start as a specialist then could be considered for Team Lead after showing their prowess in their area.
TLs who had done successful rotations in several depts (green levels, driving sales, managing/developing talent) would be considered for ETL.
All in all, it built a strong company culture.
5-6 years ago, that all changed. Bob Uhler stepped down & Gregg Steinhaffel took the reins. The board has been packed with activist shareholders whose only goal is to maximize profit & cut operating costs.
We've watched as they whittled away benefits & hours, based raises on a lump sum budget instead of how well people perform, begun hiring ETLs/TLs externally (don't want experienced leadership that can challenge your BS stats) & changed the entire culture to controlled chaos, designed to keep TMs off-balance & fearful of their future.
 
Your performance isn't my concern. I don't work for you or at your location. I'm speaking on my store. We don't have this. Although I feel the TMs only do what they are allowed to do. If the higher ups do a poor job than so will the TMs.
 
You're lucky, LogPrincess.
We have 2-3 long-time TLs that worked their way up. Only one of our ETLs started from TM.
@OhEmGee: A lot of stores will have TM long-timers working for fairly new TLs half their age.
All of our leaders are young & attractive but don't have experience so they keep the old-timers around because they know what they were doing but they aren't developed or ever encouraged to promote so there's a good bit of burnout.
Couple that in an atmosphere in which TMs are treated like crap by guests, they don't have any support from leadership, hours/schedules are erratic( but they have to keep their availability wide open in hopes of getting hours (so forget about any life outside of work) & they bust their butts all year for only an .18/hr raise so why should they care any more?
 
redeye58 said:
hours/schedules are erratic( but they have to keep their availability wide open in hopes of getting hours (so forget about any life outside of work)
Click to expand...

Every schedule, I have to beg half of my team to work more then one or two days a week. I have more than enough payroll, just not enough bodies. I've stopped interviewing limited availability applicants and had my hr list the opening under full time.



The problems I run into are the typical attendance, physical speed, fill group errors, burning batches, but more than anything else just simple not following direction or popping off at the mouth when I give them performance feedback.
 
We never seem to have enough payroll & we're A volume.
Even when we do have payroll, they spread it real thin.
A TL told me HR's goal was to push as many TMs as possible under 30 hrs in an effort to eliminate benefits.
I was global enough that I could always hustle hours but it was costing me time with my family so I finally left after 15 yrs.
 
My first week I had 22 hours this week they scheduled me 15 and next week I have 20. If I wasn't quitting already I would be anyway do to lack of hours. To get hours I was told you have to really get in good with the ETL and TL.
 
I've got all my guys maxed out to their availability. And for about a month I've had hours left over. All its done though is pad the schedule enough to be not completely screwed when someone calls off, ncns, or leaves early.
 
OhEmGee said:
My first week I had 22 hours this week they scheduled me 15 and next week I have 20. If I wasn't quitting already I would be anyway do to lack of hours. To get hours I was told you have to really get in good with the ETL and TL.
Click to expand...
At my store, you just have to be willing to pick up shifts, stay after, and/or cross train and you can hit 40 every week.
 
OhEmGee said:
My first week I had 22 hours this week they scheduled me 15 and next week I have 20. If I wasn't quitting already I would be anyway do to lack of hours. To get hours I was told you have to really get in good with the ETL and TL.
Click to expand...

Yeah, unless we are hurting for cashiers, this is about you would get at my store. Their goal is to keep scheduled cashier shifts under 5 hours whenever possible, so unless you are picking up hours, you can't get much more than that.
 
Wow, @Logistics princess, that is so harsh. But I am not surprised. Target used to be a great place to work, but they take the human element out of everything now. It's all about metrics and corrective action. Since when do people need coachings 24/7?
 
Coaching doesn't always have to be negative. For example, when cashier Bob is struggling with his numbers, GSTL Lisa might give him some pointers on how to ring transactions more quickly and how to better engage guests when explaining the benefits of the Red Card. Lisa isn't saying "you need to scan more quickly" or "you need to start getting more Red Cards or I'll write you up," but is coaching Bob in a way that helps him. Unfortunately, many leaders (hopefully not including @Logistics princess) don't know how to effectively communicate helpful information to their team members or simply don't care to do so, and they instead resort to reprimanding and threatening them with a corrective action.
 
If it's a legit training opportunity there's no way I'd write it up. That's just plain unfair to write up someone for not doing something they didn't know they were supposed to do.
But if I've gone over something with you multiple times, it becomes an entirely different conversation.
 
commiecorvus said:
Wait, what?

What if your team is pretty decent?

What if you don't have any people who frelling well 'need support'?
Or are they saying that there are always TM who suck?
And if there is improvement and nothing to coach them on you have to send a form saying they have improved... okay I can see that.
But what if they are fine as they are?
What if you are running a green team with no slackers?
Do you have to pick one at random?
What an awful concept.
Click to expand...
But so Target-like v
 
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