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ASANTS. My old store I (GSTL) did all the schedule for the front end including the GSTL schedules. But at my store it is the ETL GE that does the GSTL schedule and another GSTL does the rest of the front end.

I used to write the schedule for my old store, about 1400+ worth of weekly payroll. I oversaw the whole front end schedule. I gave the other GSTL's and GSA's rotating weekends off, aside from this one gstl that doesnt want it but prefers two weekdays in a row off. I approved all time offs...

got offered on my first month, started training immidiately. Officially keyed in on 3rd month

Update #4: My Sr. ETL was able to give me the same pay as I had before as a TL. Exciting stuff!

Update #3: I'm hired! I start immediately, tomorrow actually. Unfortunately, I have to start again as a team member, but that's okay. My previous Sr. ETL said that I will be promoted to a TL position around the end of back to school, before 4th quarter hits. I trust that person more than anyone...

I like the idea, I actually have the contact number of the Sr. ETL that i worked with, I wanted to send that person a thank you message and my appreciation for what she said and did for me.

Update 2: Friend told me that the STL was impressed about our meeting, but says that I need to be more mature and take this opportunity seriously if given another chance. (I agreed with him that the way I quit was completely unprofessional and immature.)

Update #1: just finished my meeting. It was rocky at first, but I pulled myself together towards the middle. The STL is interested, but he has to go to the HRBP to address some concerns before proceeding. I hope I read him right...

Thanks for the quick reply guys! Keep it coming!

I left in the beginning of May. I'm looking to be rehired as a team leader, mainly because the distance is way greater and I don't have a car anymore.

I deleted the post because it had a lot of specific details about me and my situation. Thank you for all your replies! It helped me out a lot.

A lot of TL's in my store has them, not all though. I had one of the HRTM ordered it for me.

Teach, model and reinforce. My PMT uses this all the time in our store. If they're doing something wrong, teach them the right way, model(lead by example) and reinforce (make sure they actually do it.) This can be applied to any leadership position. The most important note to keep is always...

I've seen a lot of minors with a lot of potentials. Though ASANTS, my store does not promote minors (CA) to avoid any issues with certain overrides(Alcohol.) We don't even hire minors for any department but the front end, but like I mentioned before ASANTS. You could be super stellar and there...

Well, GSA's are only there to fill GSTL shifts that the TL's can't fill. So if all the shifts are filled up, you will go to C/O!, service desk, and/or cashier.

Can't provide questions but I can provide what they expect from your answers. S: situation A:action done R:results The last one is very important, a lot of people forget what the outcome of their actions were for that certain situation. Also practice mock interviews with a few LOD's

keep in mind this experience is from my district only. 1. It's harder to get "promoted" into another store in my district since all of our STLs likes to internally promote and whenever there's an opening they usually have a potential in their own store. But if one of your older ETL's move to...

1. I was one of the nicer GSA's, but I was strict when I needed to be. 2. I got trained by my GSTL but I am the district trainer for the GSA position 3. Yes. 4. Low pay, high expectations but it looks good on the resume!

I am a FATL, I partner mostly with my GSTL and SBTL with covering breaks and also cross training. As a GSTL I also partnered with our recovery TL (team leader in charge for closing) since they help me out a lot during guest first calls.

I've heard the job itself is easy but finding hours on the other hand is not...