Officially fired today.

[OneGoodEar]

I think it's not so much about remarking on the performance of Brad but rather calling a disabled worker an idiot. It's sort of like a racist remark.

 

[Captain Orca]

I've seen a couple fistfights between TMs in my time. It does happen. Not often.

We had a young woman working in Style, nice kid. Her spouse/girlfriend came into her dept to visit. One of the flow assholes (young guy) pinched her friend on the ass and made a rather off color remark. Style girl told STL, asshole was fired on the spot.

 

[DC Diva]

And true to Targets overly accommodating processes, Brad will continue to make the receiving process difficult for anyone unlucky enough to have to work with him. If the TL was back there helping, they should intervened on behalf of TM before this got ugly, especially if Brad was being counter productive to the teamwork process that unloads require. But it sounds like TL was afraid to correct Brad, which again speaks volumes to how Target wants to be seen as all-inclusive, regardless of one’s actual abilities. And the fallout is always someone other than the individual receiving accommodations.

 

[Captain Orca]

Fucked up without a police record = instant job offer. Blue hair, piercings and tats? = any position you want.

 

[Him]

A true leader knows how to course correct in all situations. They are human and do miss the mark from time to time. @purplenurple i hope you are better equipped in any given situation for your journey. As for “Brad”, until someone actually communicates effectively in a way that “Brad” understands, he will always think his way of doing things is correct.

 

[jackandcat]

And true to Targets overly accommodating processes, Brad will continue to make the receiving process difficult for anyone unlucky enough to have to work with him. If the TL was back there helping, they should intervened on behalf of TM before this got ugly, especially if Brad was being counter productive to the teamwork process that unloads require. But it sounds like TL was afraid to correct Brad, which again speaks volumes to how Target wants to be seen as all-inclusive, regardless of one’s actual abilities. And the fallout is always someone other than the individual receiving accommodations.

Sadly, the lack of suitable training and supportive types of on-the-job-guidance for Brad could result in safety hazards, as well as quality-control problems. More likely than not, Brad is capable of performing the essential functions of this job competently. The problem here is without the training and giving the TL permission to provide useful feedback for Brad during the first few weeks in this new work department, Target risks other problems. The TL has seen the risks of trying to provide feedback to the TM: they've seen other TLs thrown under the bus for actually trying to provide basic supervisory guidance to a special-needs staff member. So the TL avoids the problem. They don't want to risk getting scapegoated by their ETL, HR or the SD.

I have seen a few similar situations where TLs are discouraged from, or very reluctant to, providing supervisory guidance out of fear of retaliation. This can make it more difficult for other TMs who work with Brad, and it ultimately cheats Brad out of the ability to develop the knowledge and expertise to correctly carry out his job duties. In short: this is the bigotry of low expectations.

I have seen situations where special-needs TMs who are "treated with kid gloves" end up being pushed out of Target precisely because they are unsuccessful at some aspects of their job functions, a scenario which would probably NOT have occurred had the special-needs TM been offered the respect of receiving normal training on their job functions and procedures and normal, courteous supervisory guidance and feedback in order to flourish in the job and reap the self-respect and self-esteem benefits associated with "a job well done". Thankfully, many special-needs TMs are successful at Target, but what OP has described is a scenario which is truly unfortunate for all concerned, all out of misguided assumptions. Very sad indeed.

To OP, kind regards to you as you move on to a new workplace. Don't give up.

 

[FlowTeamChick]

And true to Targets overly accommodating processes, Brad will continue to make the receiving process difficult for anyone unlucky enough to have to work with him. If the TL was back there helping, they should intervened on behalf of TM before this got ugly, especially if Brad was being counter productive to the teamwork process that unloads require. But it sounds like TL was afraid to correct Brad, which again speaks volumes to how Target wants to be seen as all-inclusive, regardless of one’s actual abilities. And the fallout is always someone other than the individual receiving accommodations.

I've worked in different situations with people who require accommodations, and those employees can do wonderful work if they're in positions to which they're well suited and properly trained. Huge problems arise, for everyone, when that doesn't happen. The person requiring accommodation is perhaps the one most negatively affected because, in addition to being blamed (not always wrongly) for the problems, they aren't helped in any way to do better. The fallout can be really bad, like for the OP who lost their job, if leadership doesn't actually step up and LEAD. The problems aren't fixed; the person needing accommodation is maybe moved around to something else for which they aren't suited or trained and the cycle continues. Everybody loses.

 

[Captain Orca]

Biggest problem I had as a trainer (for a year) was many new hires didn't focus and were addicted to their phones. Most had the capacity but many didn't have the fuel and drive to learn. It was frustrating.