we have a cashier in a similar situation. She gets 10-15 every shift she works. it's great for our numbers. luckily the lods go out of their way to challenge every one else to match her performance instead of singling her out to save the day. but i know some days she's not up to it, or just can't get any, and the lods pick on her about it.
if it were me, i would talk to your gstl and etl together immediately in an off stage area. make notes of what you want to say (in case you get nervous). stick to the notes and make sure you address everything in a brand manner. write down who you spoke with/date/time. once you're done, i would stick my head into the hr office and let them know that you spoke with your gstl and etl together, and what the notes were that you covered. tell the hr you are going to continue to drive for red cards and help encourage your peers to do the same, but need additional support in holding the entire team accountable. quote core roles. add what you and your hr talk about to the bottom of your other notes with date/time. this way you have ample documentation. go above and beyond to challenge others to do what you do, so the etl team knows you are sincere in making an effort, not just tired of the situation. if it doesn't get better, go to the stl and cover who you spoke with and when, and let him know the situation hasn't gotten better. ask for additional support. tell him you would like to follow up in 2 weeks to see if the situation has improved. document anything related to the issue with your notes. sometimes when spot learns you're not his particular type of chew toy, he decides you're "damaged goods" and sends you off to QMOS.