Archived When do we get reviews?

[RedMan]

At the end of the day it comes down to this. If you treat your employees well (whether they have been with the company an hour or twenty years) You will find productivity and morale will go through the roof. Which will add to a more profitable store, district and company in general. What does treating your employees well entail? Well, each person has to answer that for themselves. For me, it has nothing to do with an annual raise or review. All I want out of Spot ( or any employer) is to be treated with common courtesy and respect ( both of which are free btw so it doesn't affect their profit margin) and some sense of security with my benefits ie insurance. Yes, Spot could find someone to work for less per hour than I do. However, I know for a fact that I do twice the amount of work as some of these new team members ( I am working while they are standing around talking about getting drunk last night) so in the end Spot could be paying me per hour...or two people to do the same job. Two people doing the same job would cost them more. Spot spends all this time and money to treat the guest right ( which they should because without the guest no one has a job) too bad they cant spend a fraction of that treating their employees correctly

Do you pay income tax? Do you pay what you have to pay or do you kick in extra? When the rent's due, do you pay more? You know, just throw in a few hundred because it's a nice thing to do. How about the grocery store. Do you leave an extra $50 on the table because it would be a generous thought?

Of course, you don't. You pay for your perceived value for the product that you're getting. So does Target. They perceive that the job of cashier is worth $9 an hour. They aren't going to pay $10 out of the goodness of their heart. This is a business, engineered to make a profit for its shareholders.

 

[tgtguy]

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Do you pay income tax? Do you pay what you have to pay or do you kick in extra? When the rent's due, do you pay more? You know, just throw in a few hundred because it's a nice thing to do. How about the grocery store. Do you leave an extra $50 on the table because it would be a generous thought?

Of course, you don't. You pay for your perceived value for the product that you're getting. So does Target. They perceive that the job of cashier is worth $9 an hour. They aren't going to pay $10 out of the goodness of their heart. This is a business, engineered to make a profit for its shareholders.

I am a shareholder...have been for 17 years. So, I have quite a few shares of Target stock...so Spot making a profit for their share holders includes me. If I want a nicer meal...I don't mind paying extra for it..if I want a nice place to stay...I don't mind paying extra for it....There are plenty of things Spot could do to make themselves a better employer without costing a red cent.

 

[RedMan]

There are plenty of things Spot could do to make themselves a better employer without costing a red cent.

I'd love to hear your suggestions.

 

[tgtguy]

If you had read my post that you quoted there were several in there....

 

[RedMan]

If you had read my post that you quoted there were several in there....

I read it. You mentioned courtesy, respect and benefits. Could I have examples of how you aren't being treated courteously and with respect by Target?
And how do benefits not cost anything?

 

[tgtguy]

I never said benefits didn't cost anything . I said courtesy and respect then I said both of which don't cost anything. ...benefits was mentioned after that . I know that benefits are not free to me nor the company...never said nor implied otherwise. I even said in the post I would be willing to take a pay cut to have some sense of stability with my benefits. You can go back and read any and all posts I have made on here and that will give you some examples of how I feel I am not treated with respect and courtesy...and I am not the only one. I will close by saying that we will just have to agree to disagree and move on. You have your views and I have mine and thankfully we live in a country where we can express them freely

 

[Signkitty]

I'm not saying Target needs to hand out charity. I am saying Target could save money and have a stronger company in the long run by paying more. Business no longer plan for the long run, its all now now now.


Unemployment is down but the jobs created are not well paying careers that everyone seems to think are just out there for the taking if you work hard enough. They are jobs in the service industry, like Target.

http://www.washingtontimes.com/news...policies-fail-to-turn-trends-hurtin/?page=all

 

[Amaazingdude]

I'm not saying Target needs to hand out charity. I am saying Target could save money and have a stronger company in the long run by paying more. Business no longer plan for the long run, its all now now now.


Unemployment is down but the jobs created are not well paying careers that everyone seems to think are just out there for the taking if you work hard enough. They are jobs in the service industry, like Target.

http://www.washingtontimes.com/news...policies-fail-to-turn-trends-hurtin/?page=all

Working as a cashier isn't supposed to be a career.

 

[Signkitty]

Working as a cashier isn't supposed to be a career.

Yes well those were tge types of jobs that were created in the last few years. Quite a predicament, we lose a ton of well paying careers and replaced them with jobs that "aren't ment to be careers".

 

[Life201]

My problem with the capping off people like that and having the only option for getting a raise is to move up the ladder is The Peter Principle.
For those of you not familiar with the concept it's that employees rise to the level of their incompetence.

Now this isn't always the case but here's what often happens, you have someone who is an amazing cashier, best at getting redcards, can charm guests, hits all the marks and has capped out.
So of course they want to make more money.
The solution is to make them a GSA right.
Well it turns out they hate that job, they can't speed weave worth a darn, they panic and start calling for back up the minute there's four people in line, and don't understand why people can't get redcards the way she did when she worked register.
It might even be possible that she could lose her job because of the promotion.

So instead of giving her a decent raise every year and letting her be the best cashier in the world, they want her to move up to a job she will suck at.

I'm pretty sure The Peter Principle explains a lot of STLs.
They started out as good ETLs and should have stayed there.

In any given store, how many promotions are there ever available for TMs or even TLs wanting a promotion?

When Target consistently hires ETLs fresh out of college instead of looking to their own loyal employees that is proof enough for me that their only concern is getting away as cheaply as they can. A company that shows no loyalty, really doesn't deserve loyalty.

Sorry, but I don't think throwing a couple of cents at a 'capped out' employee at their yearly review is asking too much from a company that prides itself as being "the best company ever."

 

[Goingstrong]

I believe that's
1% U
2% IE
3% E
4% EX
5% O

It's also prorated by the amount of months you've been there, so if you've been employed for less than a year your raise will be less than those percentages.

U's receive no increase at all.

 

[waterspout]

It's the perceived value of the title. Why pay a TM $40 an hour after 30 years of service when a TM for $16 an hr can do the same job? That's why you cap positions, so one position, Mr. TM, isn't eating up more $$ than needed. Hey we could use a TL but we're spending all of our money.

A GSA or TL has a higher perceived value because the have more responsibility

Spending all our money?! No, corporate wasted billions on that farce up north. And paying the CEO a huge golden parachute. So don't give me "spending all our money" on raises. I'm not going to touch the rest of this discussion, but I don't agree with this part of your opinion at all.

I'm not going to assume what you meant by "spending all our money," so if you'd clarify, I'd appreciate that.

 

[Town Park Radio]

I had a TM reach his cap (16+ year TM) and he was pissed when he got an $.08 raise. I found it hard not to laugh while he was exploding with anger and I'm sure my shit grin, trying to hold back tears of laughter face didn't help.

He kept asking me to raise it. First off chief - I have 0 involvement in raises. I can't touch your pay. Second, you made a career out of the bottom retail position. You've been asked by every Log that passed by if you wanted to move up and you said no. Want a big raise? Become a TL.

I'd be mad about an $.08 raise too. I just think his expectations were set too high. Also it must suck that it took him 16+ years to get where he is and new TMs start at a much higher rate than he did.

And this is Target's main problem:

Hiring punk kids fresh out of college to be the boss of people who actually paid their dues.

 

[PinkZinnia]

U - Underperforming
IE - Inconsistently Effective
E - Effective
EX - Excellent
O - Outstanding *Purely theoretical, never actually seen in real life.*

I have gotten outstanding. Don't hate me.
I asked them if I was so perfect that I didn't have anywhere to improve myself? The only answer I got was - oh, as she looked at the paper.

 

[Kartman]

I expect nothing less.

 

[thatcashierdude]

I have gotten outstanding. Don't hate me

I won't hate you, I just want to know how much koolaid you drank to get a O.

 

[PinkZinnia]

I won't hate you, I just want to know how much koolaid you drank to get a O.

I didn't drink any kool aid. I do my job and don't get caught up in the crap that goes on. If something is messy, I clean it. If a guest needs help, I help them. Put in my time, go home and start over the next day.
I did go through a couple of months this year of having an etl who couldn't be pleased at all so I'm sure there will be no "o" this year.

 

[thatcashierdude]

I didn't drink any kool aid. I do my job and don't get caught up in the crap that goes on. If something is messy, I clean it. If a guest needs help, I help them. Put in my time, go home and start over the next day.
I did go through a couple of months this year of having an etl who couldn't be pleased at all so I'm sure there will be no "o" this year.

Can I have your koolaid? Please? Lol hope your ETL isn't too much of a dick and at least gives you an E or EX. Here I'm sure my poor conversion will be dragged into the review (despite them getting rid of that metric) and possibly ignore the hard work I put in. Or maybe I'll have a new job by then, in which case I'll be getting a giant raise that would take me 4 years of Os to get at spot.

 

[Producer]

I didn't drink any kool aid. I do my job and don't get caught up in the crap that goes on. If something is messy, I clean it. If a guest needs help, I help them. Put in my time, go home and start over the next day.
I did go through a couple of months this year of having an etl who couldn't be pleased at all so I'm sure there will be no "o" this year.

I like that work ethic. That's rare these days. I wish more people would take pride in the work that they do, regardless of how they feel about their supervisors, their pay, or their coworkers.

 

[Signkitty]

I have gotten outstanding. Don't hate me.
I asked them if I was so perfect that I didn't have anywhere to improve myself? The only answer I got was - oh, as she looked at the paper.

I got an O once too. Not only did I work my butt off like I do every year, but I campaigned for it. I had a presentation for my TL and ETL in which I gave the huge list of reasons I was outstanding that year.

 

[lovelyz]

when i get my review will i get fired??????????????????????????????????/

 

[Mhugh220]

Spending all our money?! No, corporate wasted billions on that farce up north. And paying the CEO a huge golden parachute. So don't give me "spending all our money" on raises. I'm not going to touch the rest of this discussion, but I don't agree with this part of your opinion at all.

I'm not going to assume what you meant by "spending all our money," so if you'd clarify, I'd appreciate that.

Get over corporate spending. You'll never see a dime of it and things won't change. TMs will never make more than their worth. The job requires zero highly sought after qualifications (degree, certification, hard to find experience, etc). It's a running joke that the only qualification is a pulse, sorry!

Congratulations 30 year TM on making the bottom a lifelong goal. It took you that long to reach a semi decent pay when you could have been there decades ago.

The money isn't wasted on raises. Raises are necessary. The concern is about capping salaries and understanding %. The average raise is 1-5% based on performance, not just at Target. Salary caps are made to control spending / set org charts. Without caps you'd have TMs potentially making ETL pay (after 30 years of work). To maintain profitability and keep costs down for guests, they set org charts and salary caps to determine staffing at full capacity. This way they can guess how much overhead they have.

It's wasting money to have 20 TMs making $30 an hour or 5 ETLs making DTL pay. They won't just create new positions, they'll cut positions to make up the difference, which they do each year. If they do it now that means they already think they're paying you more than the position worth. Doesn't mean that's a fair evaluation.

So to recap $16 an hour with a 1% raise is $.16. That should be your expectation with an IE review, not a $1.00 raise. Just as I don't expect to get a $8000 yearly raise ( 10%) without a promotion or title change.

 

[Mhugh220]

And this is Target's main problem:

Hiring punk kids fresh out of college to be the boss of people who actually paid their dues.

I agree.

Let's talk about our education and combat medals, then we'll talk leadership.

Congratulations on being a veteran in retail. Make your country proud.

The humor was in the TM not understanding 1% of $16 an hour. Why should he expect a $1 raise for an IE review?

Side Note: A good book to read is Tribal Leadership. You'll find that the TM Tribe as a whole falls under a 3 or below.

 

[Kompa]

I don't think they pay what the job is worth....if that's the case then the job isn't worth much....

It kinda is. As far as pay scale goes, the easier you are to replace, the less you make.

Cart Attendent and Cashier are at the bottom. That's because you can pretty much grab any TM off the floor, give them 20 minutes of training, and they'd be able to do the job with minimal supervision. These are easily replaceable positions.

Next is Sales Floor, GSA and such. They require a little more experience which is why they are scheduled for multiple training. Most SFTMs wont argue that pay potions, but I know there are GSA that think they should be making GSTL pay. But in reality, they are almost as easily replaceable as a SFTM. Mainly because the GSTL does the exact same thing so if push comes to shove, they would just take over.

Next is Logistics. These TM's are a lot harder to replace than the ones before. Mainly because it takes quite a while to get all the PDA functions, pushing, and instock skills necessary to actually. You could easily take a BR and have him get carts. But you couldn't take a CA and have him pull the CAFs in a timely manner.

Lasts is things like PA, Signing Specialist and CO where there is usually one or two TMs that do that role.

I do think everyone should get paid a little more, but I do feel they pay by how much the job is worth, at least to the store.

 

[Kartman]

Any cart attendant who can only be a CA isn't the sharpest pencil in the box.

But that's something for another thread...