What would you do if you could change target at will?

#1
Lets assume that you have all the interaction roles of an ETL and the store manager won't be a total ************ (like they all are) and block anything good you try to do. I know that's a pretty gigantic assumption.

#1: Team member rewards. I would get rid of the retarded "Team Hero" crap that's COMPLETELY arbitrary, and rely on two direct feedback methods to instead pick someone worthy: Team Members _AND_ Team Leaders. I would have two separate categories for those picks, and different sorts of prizes for both groups.

#2: Back up my team members for enforcing Best Practice! I don't care how belligerent the guest, company policy is company policy, and you can damn well shop elsewhere if you don't like our policies.

#3: NO BARCODE, NO SALE. PERIOD. GODDAMN.

#4: I would ALLOW team members to transfer departments and cross-train (my present store does not let TM's transfer departments without years of arguing. Literally years).

#5: EVERY department would have a dedicated specialist that people could consult for ASSURED accurate knowledge. Specialists would be provided with all relevant equipment needed to provide said information, like full internet access on a wireless device.

#6: Direct in-store feedback to poll overall employee attitudes in an ANONYMOUS manner that are given monthly to determine /employee satisfaction/, with an option to provide feedback, just like the Guests.

#7: Guest survey takers that rate poorly will be required to leave a mandatory descriptive comment as part of their negative rating. No exceptions.

#8: Electronics registers are Electronics only. No exceptions. At all. I don't care if it's one item. Which brings me to the next part.

#9: Having EXCESS cashiers is better than having a SHORTAGE of cashiers, and the EXCESS cashiers can be used to assist the sales floor as opposed to the REVERSE, which is a horrible scenario for everyone involved.

#10: Target would be reformed to be a cooperative, which means long-term employees would get a solid stake in the company and its direction.
 
#2
I'm on board with you Darius. I would change that ETL's cannot favor and "ignore" complaints about a Team Leader just cuz they like them.

I would make sure that breaks are able to be covered by the right person. No more cashiers covering GSA/GSTL breaks.
 
#3
That is an important thing! Scheduling "issues". People should be allowed to call out, yes, but having it negatively impact employees as much as it currently does is unacceptable. /The right people should always be present to cover the right departments/, which is where cross-training comes in. I cannot even begin to *************** about how many times I have to go on break and the person they send to cover me succeeds in driving my scores down in to the ground. Yet, somehow, that's "my fault".
 
B

Barcode

Guest
#6
I'm on board with you Darius. I would change that ETL's cannot favor and "ignore" complaints about a Team Leader just cuz they like them.

I would make sure that breaks are able to be covered by the right person. No more cashiers covering GSA/GSTL breaks.
Nothing wrong with having a high potential Cashier/SDTM cover GSA breaks :|
 
#10
Enforcement on call out issues.
Better pay & smarter staff.
Internal promotions. Srtl to etl without a degree.
Follow best practice in training & related stuff.
Support from all etl's & Stl.
Bring the express lanes back & always keep it staff.
More cashiers!
Everyone needs to reminded that a team effort from all depts leads to better sales & gs!
Stop whining!
 
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#11
Nothing wrong with having a high potential Cashier/SDTM cover GSA breaks :|
I don't think it's a bad idea-I certainly covered GSTL/GSA breaks prior to becoming a GSA, but I think the person covering needs to be equipped to do the job properly. Leaving them out there with no supervisor number so that if they get called for an override, the have to call another person makes us look silly and makes the guest wait even longer. I know we're aren't supposed to share TM numbers, but I don't think it's fair to put someone out there covering lunches/breaks when they're don't have the tools to do the job right.
 
#12
Can we add Pharmacy to #8 as well? I don't mind if someone is picking up a prescription and has some toothpaste and deodorant or Advil or a gallon of milk, but when they start unloading their entire cart, I start to cringe!
 

MrMrIce

Cart Attendant
#15
Upgrade the pay.

$8 an hour is not enough for pushing carts in the hot/cold weather along with cleaning restrooms and having to literally clean ************.
 
#17
Their are tons of changes I would like to see but the biggest would have to be an easier process of getting rid of horrible TMs. Being late 10 shifts Ina row over 2 weeks is a coaching. Coming in wasted bowling boxes by throwing them 60ft in the air, punting boxes etc, ya that's a ca. How can u keep standards high for other TMs if you're allowed to come into work wasted and not get fired?
 
#18
Okay, wow, time to update my list to a few things:

#11: Pharmacy cashiers are for the pharmacy only.

#12: Enforce policies on call-outs.

#13: FOLLOW UP on issues with attendance.

#14: Stricter policy on recurring offenses for attendance

#15: Give merit-based hours and pay (this is revolutionary in my mind).

#16: Overtime is not the devil. You can get overtime if you want.

#17: Reinforcement and support of team goals, encourage people to work together (not run away when backup is called, etc).
 
#19
I totally agree with staffing heavy on cashiers using the reverse method.
When there are more ETLs in the building than SF team members, ETLs must help push a pull or two
ETL offices,meetings and statuses are off limits between 12-2 and 4-6, no business walks should be conducted on Sat, Sun or Fridays.
Promote quality team members regardless of a piece of paper from a 4 year college.
DTL visits should occur at ANY time especially evenings. You think you can close a Super T with 3 Team members? Come on in and see how it really works
Chat sessions are a waste of time the way they are currently held. Bring in an Hr from a different store to get a totally unbiased facilitator.
Revamp the equipment control. There should be a bank of PDAs in receiving for B-room ONLY. Pog team should have a bank exclusively for them. If you have a large area to set and have more team members, they will have to share withing the aisles.Tls and ETLs should have their own to be kept at their desks and it is their responsibility to keep them maintained. If yours needs to be sent out, you need to partner with another tl to use theirs.
ETLs that spend the entire day off the floor at TSC chatting need to be dealt with by the STL. (really happens)
If you are pregnant and cannot handle your current duties, then you must go to a less strenuous area. Your uterus is not connected to your arms or legs you can zone and stock slines. If the hours are too long then work shorter hours and let us bring someone in who can handle the tasks.
Grow a backbone and enforce the return policies. Ask guests who are rude to team members to leave or behave.
Write the schedule how it really works. If team members are expected to stay until the zone is complete, then schedule them until 11 or 12 so they get the breaks they have earned and deserve
 
#20
I don't think it's a bad idea-I certainly covered GSTL/GSA breaks prior to becoming a GSA, but I think the person covering needs to be equipped to do the job properly. Leaving them out there with no supervisor number so that if they get called for an override, the have to call another person makes us look silly and makes the guest wait even longer. I know we're aren't supposed to share TM numbers, but I don't think it's fair to put someone out there covering lunches/breaks when they're don't have the tools to do the job right.
Yeah, that's what I meant. I actually covered GSTL luches and breaks before, when I was just a cashier, but like Bull said, it was hard when I didn't have a supervisor number and always had to call the LOD.
 
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