PackAndCry
Furniture, Call Button One
- Joined
- Oct 13, 2017
- Messages
- 1,834
Probably just the ETL-Logistics. My store is ULV and we only have two ETLs, ETL-SF/GE and ETL-Log.Holy crap! What is your yearly sales? How many ETLs are you shedding?
Probably just the ETL-Logistics. My store is ULV and we only have two ETLs, ETL-SF/GE and ETL-Log.Holy crap! What is your yearly sales? How many ETLs are you shedding?
I used to be pretty active here on the forum (so I hope that counts for something), but I cut back posting once I got promoted to ETL. I’m not trying to sound like a fanboy when I post, but I’m telling you that modernization can work. You have to almost wipe your mindset of how we’ve ever done anything at Target. It’s all about team members owning their few aisles from the time Merch gets unloaded to the time a guest puts it in their cart.I’ve just got caught up on the thread and wow the corporate drones and shills populating this thread with double speak and Brave New World flag waving is amazing.
I did not think it was possible to drink that much Kool-Aid and still be functional so I applaud your conviction to a doomed cause. Because end to end has failed and a name change will not make this turd shine any better.
Low stores are less than $27m/year. That is what we are and we only have Store Director, GM Leader and HR leader.Holy crap! What is your yearly sales? How many ETLs are you shedding?
Same here, but it looks like they are adding leads by this chart.Probably just the ETL-Logistics. My store is ULV and we only have two ETLs, ETL-SF/GE and ETL-Log.
This coming from an ETL. In the past year, my position has been demoted to entry level, while seeing others (Who have to deal with way less), get promoted titles, and better pay, yet these same people called on me constantly for help.I used to be pretty active here on the forum (so I hope that counts for something), but I cut back posting once I got promoted to ETL. I’m not trying to sound like a fanboy when I post, but I’m telling you that modernization can work. You have to almost wipe your mindset of how we’ve ever done anything at Target. It’s all about team members owning their few aisles from the time Merch gets unloaded to the time a guest puts it in their cart.
My store is in a group that’s been unofficially implementing a lot of these operational changes over the past year. It was really tough at first. A lot of the stores in my district have TMs, TLs, and even a large chunk of ETLs who have been with the company for years (my first store had TLs and ETLs with 30+ years in). Changing the way we looked at things was the toughest part. And it also took us throwing mytime allocations out the window and really digging into the business and allocating our plan hours where we needed them. I’m telling you that this new pilot will never work on the schedules that myTime generates.
But once you get dedicated team members working each department of the sales floor, the results are impressive. Most everyone on my team that wants 30+ hours is getting them. The ones that want less are getting 15-25. They know what they have in stock, they know what’s been out of stock, they know when their new sets are coming up, they know their clearance levels, they can sell their Merch bc they work with it everyday, they can make smart merchandising decisions because they know what moves and they know their inventory...and one of the best things I can see from an HR standpoint is that they are proud of their department and their work each day.
In my group, there is not room on the team for team members or leaders who don’t want to adapt and don’t want to evolve. Stores modernization is the future and can be successful, but it is a radical shift from the way we’ve always done things. And the expectations and level of execution are through the roof. The new target is intense, but rewarding.
I want to know if Target thinks it can last another 5.10,15 years making stupid changes like this.
End 2 end was a pretty spectacular failure. In my store electronics, beauty, and market were all e2e as of this past week when I left. And the brla was terrible in those 3 departments. One week the market team had 333 errors. The rest of the backroom had 6.
Eliminating the backroom might be the dumbest thing I've heard well it was until I heard about getting rid of price/plano.
There are some team members that are a lot better at logistics than they are at guest service.
This seems like a restaurant getting rid of dishwashers because everyone should wash their own dishes after use. That would fail in about 8 seconds flat
You are in a reaaaallllly low volume store!! I have one just like it nearby.Headcounts have posted and this is my favorite so far. One leader.
What??? Perishable assistant is not an ETL.This coming from an ETL. In the past year, my position has been demoted to entry level, while seeing others (Who have to deal with way less), get promoted titles, and better pay, yet these same people called on me constantly for help.
I have worked for Target for 6 years as a Perishables Assistant and Signing TM, what has my hard work"rewarded" me for, after the Group team recognition/District recognition?. Nothing
I don't get a bonus.
I get it. I was a TM when we had start rate increases and I got no benefit after being told Target was going to take care of us. I also work 50 hours/wk at a minimum and usually closer to 60. I get no OT, so yeah a bonus is nice, but I made more in OT as a TL. I haven’t gotten pay increases when TM pay has increased. A large percent of my team has benefited from these raises. I’ve actually doled out $2 pay raises as an ETL-HR and had those TMs still not think they’re getting a fair raise ($2 at 40 hours is roughly 4K/yr which is what these people would’ve been getting...meanwhile my last raise wasn’t anywhere close to 4K).This coming from an ETL. In the past year, my position has been demoted to entry level, while seeing others (Who have to deal with way less), get promoted titles, and better pay, yet these same people called on me constantly for help.
I have worked for Target for 6 years as a Perishables Assistant and Signing TM, what has my hard work"rewarded" me for, after the Group team recognition/District recognition?. Nothing
I don't get a bonus.
But once you get dedicated team members working each department of the sales floor, the results are impressive. Most everyone on my team that wants 30+ hours is getting them. The ones that want less are getting 15-25. They know what they have in stock, they know what’s been out of stock, they know when their new sets are coming up, they know their clearance levels, they can sell their Merch bc they work with it everyday, they can make smart merchandising decisions because they know what moves and they know their inventory...and one of the best things I can see from an HR standpoint is that they are proud of their department and their work each day.
That will be the death of some stores. Leaders and teams have to work together and support each other to be successful.Nope it won't last.
and to Sigma7 it could work but all stores are not run by people who will actually put the time and support into it. And right now even the minor changes that are happening are straight up killing my store since no one cares to support anyone else. Actually no fucking cares about anything except keeping themselves looking good no matter how they screw other teams.
Honestly, we’re looking at team members to have the level of investment TLs had 10 years ago. But we’re also paying them more than we were paying TLs 10 years ago.And this sounds like how it used to be back when there were plenty of actual team leads on the sales floor. Each one doing their own Research, and setting their own endcaps. The Good TL's ran their areas well, and were aware of the needs of the business and the guests.
I remember a TL of company space. Wasn't my area, but I do remember when TL's only had like 1-2 areas of the store. Toys. Sporting Goods and Luggage. HBA. each had their own TL.
Right now, as a Signing TM, I am setting POGs, Clearing SFS, before the SFS team actually arrives (By Myself), Helping Backstock the truck.......... and Literally doing ALL POG signing myself (including Displays, and all of this in one day), because we have always worked two weeks ahead, while for the past 8 months, I have received my Signing/Fixture Pallets, only a week prior, so guess who that falls on?I get it. I was a TM when we had start rate increases and I got no benefit after being told Target was going to take care of us. I also work 50 hours/wk at a minimum and usually closer to 60. I get no OT, so yeah a bonus is nice, but I made more in OT as a TL. I haven’t gotten pay increases when TM pay has increased. A large percent of my team has benefited from these raises. I’ve actually doled out $2 pay raises as an ETL-HR and had those TMs still not think they’re getting a fair raise ($2 at 40 hours is roughly 4K/yr which is what these people would’ve been getting...meanwhile my last raise wasn’t anywhere close to 4K).
Yeah...new TMs will be starting $15 in 2020, which might be at the same pay rate as someone who’s been there for 15 years. Do I think it’s right? No. But do I think all our current team members should make more than the base rate if they’re not willing to do the extra work? Also no. I think the way we do base pay increases leaves something to be desired, but no one is taking pay from anyone unless they are demoting.
There are too many leaders who aren’t holding their teams accountable and managing poor performers. What chaps my hide is terrible team members making the new base and not being far behind TMs who’ve earned their merit raises. I have very mixed feelings about start rate increases, but honestly it’s just part of the game and it has been for at least the 10 years I’ve worked for Target. So it’s honestly something that I had to get over a long time ago.
Jobs I had before target didn’t even do merit raises...so you got what you got. End of story. So at least Target employees can expect some sort of annual raise. And I hope it’s not earth shattering for me to say that in my 10 years with Target, the substantial pay increases have always come with promotions, not from annual merit raises. Ain’t nobody shouting hallelujah for a 23 cent raise. And I’ve gotten those wonder 17 cent raises in the past too.
All I’m saying is that these changes can make a store run really smoothly and increase sales. Again, my team is getting the hours they want/need and the morale is better. We’re increasing sales and guest survey scores and the team is happier about what they do. And as the pay increases the expectations increase too. We parted ways with some long term TMs and leads because they didn’t want to adapt. But we all as a store had to realize that if we wanted to stay working that we had to adapt, and those unwilling to adapt couldn’t be the reason we weren’t going to be successful with rollouts. It’s not an easy road, but it’s worth it.
Sorry for the novel.
I think signing actually needs to stay as it’s own position, especially for CSE, overheads, operational signing, seasonal shipper builds, ad prep, etc. But a signing TM should never be setting pog signing or front of store stanchion stuff etc for other team members. My pog teams have always set their own pog signing.Right now, as a Signing TM, I am setting POGs, Clearing SFS, before the SFS team actually arrives (By Myself), Helping Backstock the truck.......... and Literally doing ALL POG signing myself (including Displays), because we have always worked two weeks ahead, while for the past 8 months, I have received my Signing/Fixture Pallets, only a week prior, so guess who that falls on?
What pisses me off, is that Target is going to eliminate my position, and then probably have my Leaders forced to ask me to keep in up, while I am thrown back into some other random work center, that I also NOW find myself having other responsibilities.
Expert, you say? I used to work for Asplundh Tree Experts back in the late 70's.
been there, done that, still have a couple orange tee shirts
More title tidbits from my store. Most TL in my store had received their new titles and roles today. One such change for example, I work in a Super Target. Before the change, the food side had the following TL:
Market TL #1 - Dry Grocery
Market TL #2 - Paper/Chem/pet
Product TL
Deli TL
Bakery TL
Meat TL
Dairy/Frozen TL
Starbucks TL
After the change its just:
Food and Beverage Lead #1-6 (All the individual TL before are now responsible for each others departments. Everyone gets a LOD like rotation)
Food Service Lead - Separate from everyone
Do your deliveries come on a busy day of the week or something? Ours arrives in the middle of the day on Tuesdays, and the receiver pushes it up to Starbucks. The TM works on it in between guests. Freezer items from the food truck get put on a tub in the freezer in the backroom, and they go get it whenever they have time.
Honestly, we’re looking at team members to have the level of investment TLs had 10 years ago. But we’re also paying them more than we were paying TLs 10 years ago.
Yeah read my posts and you will see that to be successful we had to completely reallocate hours. We no longer have a pog team (they still all come back together to assist with big sets). But we literally rewrite workcenter schedules from top to bottom with hours redistributed for each workcenter by me (HR) and my STL based off sales mix, workload, group standards, brand minimums, past learnings, upcoming events and holidays, etc. I’m not asking anyone to do 40 hours of work in 15. I’m asking TMs to deliver results in their department while they’re there...and I’ve already said that a majority of my team is getting 30+ if they want it.Exactly but only giving them half the hours.. I haven't had a full shift since Christmas eve.. I am sorry but you want me to run around like a chicken with its head cut off, give me the time to finish the work you want done.. 15hrs does not and will not ever get you 40hrs of work done.
We absorbed all of flow into sales floor except for the actual unload. They’re now the morning sales floor team. So they still are the ones stocking truck, but they’re expected to get their zone done, outs shot/pulled/worked, then push truck freight, backstock, investigate remaining outs, and zone throughout their shift. Most TMs scheduled for 6-8 hours most days. Non truck days have less coverage, but same idea. Stores modernization entails a different operating model than the one that all our current best practices you can find for reference.Promoted as a Flow TL, losing my team in a year.
That’s good to know.
85% of my team are the hardest working TMs in my store. They get 16 hours per week.
4 fucking hours per day.
It’s a damn joke when I compare their hours to other TMs in the store. When I make that schedule, I’m wondering how the slowest TMs in other workcenters get 30+ hours.
This is why I avoided becoming a TL, so I don’t have to see everything. Sickens me I have to rely on other teams to help us finish our trucks because I can’t get shit done with my team.
Having worked in flow and still work with them on occasion (apparently I will oversee Driveup now in april. Oh joy! ) I know two things. Fast doesn't equal hard. Focused and effective get the job done.Promoted as a Flow TL, losing my team in a year.
That’s good to know.
85% of my team are the hardest working TMs in my store. They get 16 hours per week.
4 fucking hours per day.
It’s a damn joke when I compare their hours to other TMs in the store. When I make that schedule, I’m wondering how the slowest TMs in other workcenters get 30+ hours.
This is why I avoided becoming a TL, so I don’t have to see everything. Sickens me I have to rely on other teams to help us finish our trucks because I can’t get shit done with my team.