In the news....

oath2order

Scary Socialist
Joined
Oct 24, 2013
Messages
8,328
Joined
Nov 27, 2015
Messages
1,725

Beware, Spot.
 

qmosqueen

Perishable Assistant Wizard
Joined
Aug 20, 2013
Messages
5,919

Militantagnostic

Former associate of the Targetti Crime Syndicate
Joined
Jan 23, 2017
Messages
1,607

Beware, Spot.
I'm pretty sure every Dollar Tree is like this when their truck comes in lol
 

HardlinesFour

Super Ninja & Site Mod.
Staff member
Moderator
Joined
Oct 7, 2011
Messages
4,627
Apparently in the May addendum there will be sample specifically for TMs
There is a Lemon & Mint All Purpose Spray Cleaner for like $2.79. Not only does it clean VERY well, it smells Amazing! I'm going to try more of the line, but I recommend it.
 

qmosqueen

Perishable Assistant Wizard
Joined
Aug 20, 2013
Messages
5,919
There goes all of our raises or more hours cut

Wow a million dollar make over.

 
Last edited:
Joined
Mar 17, 2017
Messages
2,284
They probably need it for PR purposes. I know someone in that area, he said that their shady practices sets everyone's teeth on edge and they don't have a good reputation there.
 
Joined
Sep 17, 2018
Messages
117
There goes all of our raises of more hours cut

Wow a million dollar make over.

That's what I say every time I see one of their ill-conceived schemes. Target Canada, there goes my raise. Develop a patented new pill bottle for the pharmacy, then sell the pharmacy to CVS and proceed to crush all of the said pill bottles, there goes my raise. Let's "modernize", there goes my raise
 
Joined
Feb 27, 2015
Messages
1,629
That's what I say every time I see one of their ill-conceived schemes. Target Canada, there goes my raise. Develop a patented new pill bottle for the pharmacy, then sell the pharmacy to CVS and proceed to crush all of the said pill bottles, there goes my raise. Let's "modernize", there goes my raise
Be careful. The Kool Aid drinkers on here don't take too kindly when you mention anything bad about Target. It's called being obnoxious apparently.

I don’t really think Canada has to do with the current topic and you bring it up too much. International business has its own issues and it was the first time target was venturing into that territory. This is not the first time target has gone through a large structure change. I don’t feel like getting into Canada because I feel like it’s your argument for everything and it’s obnoxious
Losing billions of dollars, and I'm obnoxious.
 

Formina Sage

Probably still better than you at the stacker
Staff member
Administrator
Joined
May 15, 2011
Messages
1,710
Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
 
Joined
Feb 27, 2015
Messages
1,629
Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
Oh Jesus Christ. Gold Stars? I'd literally throw that on the ground.
 
Joined
Jan 23, 2019
Messages
206
Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
I'm okay without having lunch with store manager/STL. That doesn't seem like much of a reward to me
 
Joined
Nov 14, 2013
Messages
5,891
Joined
Sep 8, 2018
Messages
259
Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
They key will be if they give them enough hours
 
Joined
Sep 28, 2016
Messages
344
Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
Replace 'walmart' with 'target' and you've pretty much got modernization. Except we don't have a company cheer :( or do we?
 

oath2order

Scary Socialist
Joined
Oct 24, 2013
Messages
8,328
There goes all of our raises or more hours cut

Wow a million dollar make over.

Remodels are planned years in advance.

Be careful. The Kool Aid drinkers on here don't take too kindly when you mention anything bad about Target. It's called being obnoxious apparently.
There's a difference between "saying something bad" and "nonsense critique".

Wally World's got a modernization of their own.

https://www.bloomberg.com/news/articles/2019-05-02/walmart-s-new-workplace-gold-stars-attitude-cards-and-cheers

Walmart Inc. wants to change how its work gets done.



The nation’s biggest private employer is testing out a comprehensive new framework for how its stores operate, including changing some roles and responsibilities and emphasizing teamwork, accountability and skill improvement. The new model, dubbed “Great Workplace,” is already in place in about 75 locations, primarily its smaller Neighborhood Market grocery stores, and will expand to certain departments in more than 50 of its massive supercenter locations next month.



The new model will include pay raises for some hourly and salaried supervisors, who will shoulder more leadership responsibility in return. Staffers lower on the totem pole will receive more training, additional support from managers and better recognition for jobs well done.



“Associates like smaller teams, and they like having a connection with a leader. They want something they can own and to know if they are winning or losing every day. And today that does not always happen,” Drew Holler, U.S. senior vice president of associate experience, said in an interview.



The goal is to improve Walmart’s reputation as an employer, which has been under attack for decades from labor activists and has spawned a spate of lawsuits accusing the retailer of everything from gender and age discrimination to not paying employees during breaks in their shifts.

New Structure
Store managers remain at the top of the new structure, but under them will be about a half-dozen “Business Leads,” who will manage the store’s finances and all hiring efforts, among other duties. Their salaries will start about 10 percent higher than what assistant store managers currently make, according to a Walmart spokesman. Reporting to them will be “Team Leads,” whose pay starts at $18 an hour. They’ll supervise groups of eight to 10 front-line associates.

Supercenter locations will be comprised of about 15 to 20 teams, each with one “Academy Trainer,” who will work to “upskill” employees and make sure they “understand the correct way to perform their jobs,” according to internal documents viewed by Bloomberg. The role is a way to bring the company’s network of training academies, which today primarily teach only supervisors, to the rank and file.

Every store in the program will receive a “toolkit” with magnetic boards, used to assign employees individual responsibility -- Walmart calls it “ownership” -- for specific areas of the store, like the wall of prepackaged salads. The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.

Gold Stars
Employees who perform well will earn “stars” -- multiple blue stars can be exchanged for a silver star, and silvers can lead to a gold. Those who get gold stars will receive a reward set by store leadership, which could include lunch with the store manager, according to the company documents. Some employees have bristled at the star system, calling it childish, and Walmart could make changes to that and other aspects of the program going forward, according to the Walmart spokesman.

Related: Walmart Expands ‘Returnship’ Program to Bring Moms Back to Work

Great Workplace also details how team meetings should be run, starting with the Walmart company cheer and moving on to review sales data and discuss assigned work. The documents also suggest to “bring a bag of candy and toss a piece to those who bring up ideas discussed in meetings.”

Walmart is addressing its workforce issues at the same time it’s adding robots to perform repetitive tasks like cleaning floors and sorting deliveries in the backroom. The company has said the automation will not replace human workers; rather, it will free them up to interact more with customers.

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said in internal documents viewed by Bloomberg laying out the new structure.
HOLY SHIT LUNCH WITH THE STORE MANAGER??? :eek:
 

Militantagnostic

Former associate of the Targetti Crime Syndicate
Joined
Jan 23, 2017
Messages
1,607
The new model, dubbed “Great Workplace,”
Who came up with this name!? Sounds like a Soviet-era/Chinese Communist reeducation works program lol

“Academy Trainer,”
Are they training Jedi? The ol' Walmart Academy on Coruscant, "Become strong in the ways of the Wal you will, mmm".

Every store in the program will receive a “toolkit” with magnetic boards
Kinda like a shitty vision board or activity board in a Pre-K classroom, "I see Jeff restocking the Tupperware containers in section G".

The kit also includes “Attitude Cards” that managers will carry around with them during shifts, so they can remind staffers of the four behaviors promoted by the program: Be bold, be an owner, be open and be kind.
Are they gonna scold people by reading off a card? "Hey Tim, you need to be more bold about checking the expiration dates in the meat cooler."

“We will compete with technology but win with people,” Chief Executive Officer Doug McMillon said
Riveting...
Also, they were gonna have a "Platinum" tier star that guaranteed a steady work schedule and a living wage, but they didn't want to demean the awesome prize of eating a cold Marketside lunch with your boss.
 
Top