Archived Outstanding review?

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nof

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Oct 5, 2012
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Just curious if any tms or tls managed to get outstanding for their review.

I received alot of outstandings and alot of exceeds expectations and nothong below so i guess i was just below the cut. Ended up with a .42 raise though :)
 

FlowMonkey

Former Team Member
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haven't gotten mine yet this year but I have had a few "O" in the past, nothing below "EX"
 
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I had an O in 2010. Nothing amazing. Not even the raise was much better than my previous E's. It was like 34 cents when I was already used to getting 28 :/
 
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I've received and overall O for my review both as a TM and a TL. In my opinion, I feel as though it's harder to get an O as an overall review score as a TL.
 
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I've received and overall O for my review both as a TM and a TL. In my opinion, I feel as though it's harder to get an O as an overall review score as a TL.

You have to be stellar, like pm! The master of process & successful planning with execution.:good:
 
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It's pretty dependent on your leads, ours are pretty harsh, most people didn't get above effective - even the ones that carry the load all year.
 
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I got great team hero in '11 but only got an E. go figure.
 
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They way I see it, if you aren't getting recognized as a Top Performer more than 4 times a year, then you may not get an overall O. It was possible to get Great Team Hero (when we had it) one month for being a phenomenal worker, but if if other months you show an attitude, not being FFF, or constantly coming up with your own projects and submitting a proposal to both your ETL and STL (if you're already a TL) and discussing it with your TL (if you're a TM), then they may not see you as an overall Outstanding Performer. Step out during visits - let your DTL or whoever the visitor is, get to know you and what you've accomplished or are working on. If you see a process that could be improved upon (BR Location Accuracy, PTMs, etc), create a plan and proposal and submit it to your leaders. Make a positive impact on those you work with and those who visit your store. If you're having a bad day, try not to let it show and definitely don't give leadership or any member of the team an attitude during it - relating well to others is just as big a part of how you are viewed as driving for results.
 
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Our DTL has stated TLs can't get O... if they were good enough for it they would already be an ETL. I got some Os when I was a TM, and this was before we went to % based! Those were nice merit increases :eek:
 

DMNDZ bruhh

Former Backroom Dayside
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Apr 13, 2012
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i got an EX my last two reviews, i have a couple of O's in other areas, but when it comes to guests and stuff i only got an E because im in the backroom and never see guests
 

cihyfthedoor

Former BRTL – not working @ Target anymore! :D
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As a TM I got an IE my first year because I had been working for less than a month when the review year ended, so "not enough time to be effective". For my second year as a TM, I got an EX. For all three years as a TL, I've had an E. Different ETL each year and let me tell you, it varied WILDLY, mostly depending on how much they liked me and how full of themselves they were.

Like someone mentioned, it seems to be an order of magnitude harder to get an EX or O as a TL than as a TM. In either case, you have to walk on water, perform miracles, raise the dead, cure the blind, raise quadruplets with one hand tied behind your back, etc. The biggest factor seems to be how loud you are (i.e. way overly gregarious), and how much you schmooze, ass-kiss, have-lunch-with, and facebook-with with the ETLs. Far too much emphasis is placed on sociability and big-mouthedness and not enough on actually doing the job properly and consistently. But we all know that's the M.O. with Target right now. At least Target's requirement for being hot isn't a factor yet in my store for EX or O as either a TM or TL.
 

sigma7

Former ETL-All the Things
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I'm a hard worker and schmooze with my ETLs and I've only ever gotten EXs. Every year my srTL fights for an O and told me this year I got it, then come review time my ETLs changed it. It's only the difference between like $.06. I'd like that extra, but the fact that my TL thinks I deserve an O is a big thing for me.

But the way I see it, a tm is assessed on their work, whereas a TL is only as good as their team. If you've developed your team to outstanding, you should get an O. Otherwise how can you be outstanding when your entire team is only effective or worse. That's part of the downside of being a manager. Your team's work reflects on you as a leader. Same goes for ETLs and STLs as well in my mind.
 

MrMrIce

Cart Attendant
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Jun 11, 2011
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My review was a mix of O's and EX's and overall got an EX with a .39 cent raise.
 

redeye58

Hasta Ba Rista, Baby!
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I got an O yrs back when I was a specialist.
The next yr specialists were obliterated, I was capped & dropped to an EX.
Talk about multiple kicks in the teeth....
 
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I got my first review a couple of weeks back. Mostly excellent and no outstandings. I feel it went well and I got a 42 cent raise too. Striving for those outstandings on my next review.
 
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I will never understand why people who do not see me work, who I actually have never spoken to get to weigh in on how I perform.

Flow and BR TLs both say I got an O, Logistics ETL says O, get an EX.
 
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It's how it works..... They have all the ETLs, TL's give you scores and than they have to make adjustments on peoples scores based on the # of O's, EX, E's IE they have to give to the team members... If Corp says your store can only have 5 O's and they said 8 people were O they are going to go back and take 3 O's away from people who originally was deemed an O..........
 
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It's how it works..... They have all the ETLs, TL's give you scores and than they have to make adjustments on peoples scores based on the # of O's, EX, E's IE they have to give to the team members... If Corp says your store can only have 5 O's and they said 8 people were O they are going to go back and take 3 O's away from people who originally was deemed an O..........

I....uh....yeah....have always thought this was fair. You know - like a teacher telling the kid who got the 6th perfect score on a test that the consensus is that they will get a B for their efforts.
 
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4th year in a row..."O" !!! I think the only reason I was able to stay an O this year was for the lack of outstanding performers in our store. We lost some really good team leaders and team members due to inconsistent hours this year.
 
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I got O. Last year I got Ex, and as fresh seasonal TM, I got an E two years ago.

For my store E was 3.5% 2y ago, 4.5% last year for Ex, and 6.5% for O this year.
 

ptl

Red shirts in closet: 0
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If Corp says your store can only have 5 O's and they said 8 people were O they are going to go back and take 3 O's away from people who originally was deemed an O..........
Is that really how that works? A cap on performance?

It's not exactly like that. They get to give out a specific total amount of money in raises, not a specific number of each score. They can basically divvy up the money however they want, pending DTL/HRBP approval; it's up to the store to decide whether they give twelve Os and everyone else gets an IE, or five Os and five EXs and ten Es and the rest IEs, or no Os but eight EXs and eighteen Es and the rest IEs, or ___ etc. Obviously the more ridiculous distributions would probably not get District approval, but within the realm of reasonable distributions, they can do whatever they want as long as the total of all the raises comes in below the store's cap for the year (which is based on store financials, other metrics, team size, and so forth).
 
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Honestly its kind of sad that they have to budget raises so hard. I'm not saying give away money, but the people who perform at an EX level should get an EX raise... Not the "oh, sorry we're overbudget, you're IE".
 
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