Archived Sometimes, does your hours reflect how your performance is?

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Just wondering. Like for example a team member who uses their cell phone while on the clock slacks off a lot can they possibly get scheduled less hours compared to a dedicated hardworking performer? Is that possible?

Or is the schedule just always random. It doesn't matter how the team member performs what hours they get is just what they get?
 

RhettB

I've forgotten more than many young ETLs know.
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With MyTime, I'd imagine that the hours will be more random, but with MAX the person doing the schedule has more liberty as to whom they give hours to.
 

sigma7

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It is against policy to cut hours for under performing tms. Your TLs should be performance managing that tm if they are not meeting expectations. Performance management leads to having enough documentation to be able to fire people.

Many TLs and ETLs are either lazy or afraid to performance manage their team though, so they just dole out hours based on performance hoping that the tm will quit. Which really just gives them less interaction with the tm in question, ultimately making it harder to performance manage them.
 

RhettB

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It is against policy to cut hours for under performing tms. Your TLs should be performance managing that tm if they are not meeting expectations. Performance management leads to having enough documentation to be able to fire people.

Many TLs and ETLs are either lazy or afraid to performance manage their team though, so they just dole out hours based on performance hoping that the tm will quit. Which really just gives them less interaction with the tm in question, ultimately making it harder to performance manage them.

The corrective action process is rather lengthily for performance. Conduct on the other hand, is not. With performance, you need to give the TM adequate time to improve their performance. If a TM exceeds the "critical period", then has another performance slip, then that drags it out more. Once the TM is on a Final Warning, then it can be quicker.

If you have 3 TM's for instance, and only 80 hours, who will get the most hours? The problem performer, or the other 2 who are top performing independent workers?
 

sigma7

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It's a lengthy process because the goal is for tms to improve, not to fire them. Many problem tms never should've been hired let alone make it past 90 days. But that's another story. It still doesn't change that it is against policy to manage tm performance through hours.
 

RhettB

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It's a lengthy process because the goal is for tms to improve, not to fire them. Many problem tms never should've been hired let alone make it past 90 days. But that's another story. It still doesn't change that it is against policy to manage tm performance through hours.

I'm not trying to disagree, but when hours are scarce, you want to do what is best for the company as well as the guest. If the problem performer gets 2 days on the schedule, and the better performer 4 days, then so be it.
 

Unreturnable

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My store has always been very fair about scheduling hours at the start of the week, but who winds up with those hours at the end seems to trend in a different direction. The better workers always wind up getting priority for extra hours from call-offs, and when it comes to the rare over-time situation sometimes only one person out of a dozen will be offered.
 
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"It still doesn't change that it is against policy to manage tm performance through hours. "


Perhaps, but it works. Coach them, tell them the score, and if they don't change their ways, less hours for them and more for productive workers.
 

mrknownothing

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Just wondering. Like for example a team member who uses their cell phone while on the clock slacks off a lot can they possibly get scheduled less hours compared to a dedicated hardworking performer? Is that possible?

As per Best Practice, no. As per reality, oh yes. Except at my store, it's the other way around. The people who don't do shit get all the hours.
 
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Getting the most bang for your ever shrinking buck is necessary if you are going to get the job completed. This is of course a bandaid fix to a recurring problem. We hire too many people who do not have a realistic expectation of the job. Also sometimes they are being offered simply because we need a body and they have the right availability. Then once they have been hired we do not give them the training to make them successful. Sure we say we "train" people, but we don't. We pencil push the learning plans just to make sure they are turned in on time. Maybe the people doing the hiring need to be held accountable to who they are hiring and the trainers need to be accountable to who they trained. Of course I still believe if you are training someone, you should be compensated for the extra responsibility.
 
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