Changing employees schedules !!!!

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Easily amused

Mooresville, NC

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#61
Aug 3, 2012
 
OK, I read it... twice. We don't have ashtrays at any entrance though. I'm not saying that store managers aren't told that they have flexibility within the policies, I'm simply stating that in order to consider yourself a true leader, you have to take care of the people that are taking care of you. Some policies should be left alone. And those same regional H.R's will be the first ones to leave you hanging when the employee starts making phone calls and sending e-mails. Do you really want to repay those hard workers that are covering 3 or 4 departments at times by changing their schedules AFTER you approved their family time? I don't read all of those policies looking for holes to benefit myself, I read them to protect my employees from "position power" managers that like to abuse the policies. I don't know you. Maybe you were a good store manager, maybe not. And I know that you can't always make 130 people happy. So are you going to tell me that you consider it acceptable to approve someone's time and then rescind it with the whole "needs of the business" line. My point is that we can make adjustments for coverage to avoid killing the morale of our employees by taking away their approved time off.And if there is no way around it, then the store manager should ASK that employee to work, rather than just expect it. If looking out for my employees makes me an odd duck, then so be it. I'll be the odd duck with higher EOS scores, customer focused scores,engaged employees and customers that are taken care of.
FormerSM

Oak Forest, IL

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#62
Aug 3, 2012
 
Easily amused wrote:
OK, I read it... twice. We don't have ashtrays at any entrance though. I'm not saying that store managers aren't told that they have flexibility within the policies, I'm simply stating that in order to consider yourself a true leader, you have to take care of the people that are taking care of you. Some policies should be left alone. And those same regional H.R's will be the first ones to leave you hanging when the employee starts making phone calls and sending e-mails. Do you really want to repay those hard workers that are covering 3 or 4 departments at times by changing their schedules AFTER you approved their family time? I don't read all of those policies looking for holes to benefit myself, I read them to protect my employees from "position power" managers that like to abuse the policies. I don't know you. Maybe you were a good store manager, maybe not. And I know that you can't always make 130 people happy. So are you going to tell me that you consider it acceptable to approve someone's time and then rescind it with the whole "needs of the business" line. My point is that we can make adjustments for coverage to avoid killing the morale of our employees by taking away their approved time off.And if there is no way around it, then the store manager should ASK that employee to work, rather than just expect it. If looking out for my employees makes me an odd duck, then so be it. I'll be the odd duck with higher EOS scores, customer focused scores,engaged employees and customers that are taken care of.
Ok..., few things. I have never said I agree with altering schedules. Read my earlier post. I hate it. I did it less than a handful of times inky career when left with no alternative. I agree with you so stop arguing with me. Needs of the business, within the scope of fair play , always takes precedence. If you're a true leader you know that. You manage to the company's expectations while at the same time delivering the message in a well thought out, positive way.

Quite frankly, I was a great manager with Lowes. Top 5 EOS in the Region, Top 5 in customer focused, nominated twice for SM/Store of the Year and highest employee retention rate in the Region, among other things. I ran a very happy store because I have the ability to shift and adapt to my employees and my employers needs. But what I hated were the handful of people, and there are always a couple , that test the boundaries and try to manipulate. They expect the company to adapt to them instead of the other way around.
easily amused

Dallas, GA

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#63
Aug 3, 2012
 
FormerSM wrote:
<quoted text>
Ok..., few things. I have never said I agree with altering schedules. Read my earlier post. I hate it. I did it less than a handful of times inky career when left with no alternative. I agree with you so stop arguing with me. Needs of the business, within the scope of fair play , always takes precedence. If you're a true leader you know that. You manage to the company's expectations while at the same time delivering the message in a well thought out, positive way.
Quite frankly, I was a great manager with Lowes. Top 5 EOS in the Region, Top 5 in customer focused, nominated twice for SM/Store of the Year and highest employee retention rate in the Region, among other things. I ran a very happy store because I have the ability to shift and adapt to my employees and my employers needs. But what I hated were the handful of people, and there are always a couple , that test the boundaries and try to manipulate. They expect the company to adapt to them instead of the other way around.
Impressive scores. Seems like you were probably a pretty good manager to work for. No argument here, I agree with everything you just said.
nedm

Pembroke, MA

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#64
Aug 3, 2012
 

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The problem with saying that policies are a guideline is that there have been countless times where I have seen management (zm/asm etc) act as if there are policies on tasks without showing what they are.

To run any organization you generally stick to the rules just like if you are a police officer you have to say what someone is charged with, otherwise you can get fired.

Any organizations has to have standards. What would happen if McDonalds or Burger King had signs saying "All Employees Must Wash Hands Sometimes" they'd get called out by the department of health. Besides if you bend policies or change them for some people then others would want the same.

Right now my old store has a new sm and she's really about all policy. the last one was extreamly lax which might explain why he was asked to go to another store. Sometimes management that's all relaxed are great people you could sit at a bar with and have a drink but they just don't tend to work.
FormerSM

Oak Forest, IL

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#65
Aug 3, 2012
 
nedm wrote:
The problem with saying that policies are a guideline is that there have been countless times where I have seen management (zm/asm etc) act as if there are policies on tasks without showing what they are.
To run any organization you generally stick to the rules just like if you are a police officer you have to say what someone is charged with, otherwise you can get fired.
Any organizations has to have standards. What would happen if McDonalds or Burger King had signs saying "All Employees Must Wash Hands Sometimes" they'd get called out by the department of health. Besides if you bend policies or change them for some people then others would want the same.
Right now my old store has a new sm and she's really about all policy. the last one was extreamly lax which might explain why he was asked to go to another store. Sometimes management that's all relaxed are great people you could sit at a bar with and have a drink but they just don't tend to work.
nedm - stop. This post has run its course and there isn't much left to discuss. Start another. Maybe about that freakishly liberal state you live in and whether or not they'll support Romney, their former adopted son.
Pathetic

Mooresville, NC

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#66
Aug 3, 2012
 
nedm wrote:
The problem with saying that policies are a guideline is that there have been countless times where I have seen management (zm/asm etc) act as if there are policies on tasks without showing what they are.
To run any organization you generally stick to the rules just like if you are a police officer you have to say what someone is charged with, otherwise you can get fired.
Any organizations has to have standards. What would happen if McDonalds or Burger King had signs saying "All Employees Must Wash Hands Sometimes" they'd get called out by the department of health. Besides if you bend policies or change them for some people then others would want the same.
Right now my old store has a new sm and she's really about all policy. the last one was extreamly lax which might explain why he was asked to go to another store. Sometimes management that's all relaxed are great people you could sit at a bar with and have a drink but they just don't tend to work.
You are an f'n idiot. the shit you come up with is moronic @ best. i'd be willing you'd make an arguement that sky isn't blue and would try to back it up by some dumbass tiny url showing an orange sunset along with some crap you googled. i know my response to your idiocy has nothing to do with schedules but either does any of ramblings. get a life
nedm

Pembroke, MA

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#67
Aug 3, 2012
 
Freakishy liberal? I'd argue Vermont and Oregon are more to the left.

Then again some still think the bush family was really from texas (gw went to high school in andover ma...bush 41 is from ct)
b4 its too late

Mooresville, NC

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#68
Aug 3, 2012
 
nedm wrote:
Freakishy liberal? I'd argue Vermont and Oregon are more to the left.
Then again some still think the bush family was really from texas (gw went to high school in andover ma...bush 41 is from ct)
take your meds, you seem to be down to your last few good brain cells. at least try to stay on topic. i know it's hard to focus with limit mental capacity, google it
nedm

Pembroke, MA

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#69
Aug 3, 2012
 
Alrighty then. Staying onto topic maybe formersm and others can chime in here.

Is the corporate schedule for ALL store employees?

I've heard of a specialist schedule (expecially for commerical). I've heard of RTM with a fixed one, receiving with a fixed one, credit/sos coordinator (what does it do anyway?), pricing and the PSA's. Many I know went into those positions for the fixed schedule.

If those can't be fixed why can't they? How much rtm work is needed on weekends? Does it make sense to work pricing on weekends? Are psa's grabbed for non vsm tasks?
Thatoneguy

Alton, IL

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#70
Aug 3, 2012
 
The only problem i see with changing a rotation is not giving the person notice. Meaning they dont know until its posted. I always consult the individual and let them know what i have to do to effectively run a business and also allow them the time to possibly work something out with a co worker. Once i got to a salried position it was done the same way between me and my boss. The situation dictates the course of action. Unfortunately the action does not always accomodate everyone involved but i did just as many close one day just to open the next or months without weekends off as an asm as when i was a department manager. It sucks but we are not the dmv. If you feel someone is abusing this i am sorry, but there is little you can do besides question their character or work something out with others in your area.
Whickerbill

Mooresville, NC

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#71
Aug 4, 2012
 
Easily amused wrote:
<quoted text>
OK, first of all, We're talking about an approved vacation being changed and the employee being forced to work. No one is denying that you have to get approval for time off, reguardless of how "creative" it is, but once a vacation is approved, the employee must agree to the change. Managers like you are the reason we have Kronos because it sends an email when there has been a change to someone's schedule. As far as the whole" take 7 days" thing goes, policy 212, page 5, section d, 1st line says otherwise. 4 hours at a time... just like I said. Hopefully during the next asm rotation you'll get to play admin. Maybe you'll learn some useful information that could help you grow and become a better manager. Stop saying "no" to your people just because you can. Remeber, one day you'll need their support and the word "no" might come back to you.:)
Yeah, I love that e-mail from Kronos that states, "Per your conversation with your manager, blah, blah, blah." It is rare that any manager at my store talks to you before changing your schedule, that e-mail not withstanding.
Devils Fan

Morristown, TN

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#72
Aug 4, 2012
 
I like how this nedm guy gets his balls broke because he uses Google. Really? I'm pretty sure 99% of people on here do the same damn thing!
OhNoHeDidnt

Lakewood, OH

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#73
Aug 4, 2012
 
nedm wrote:
Alrighty then. Staying onto topic maybe formersm and others can chime in here.
Is the corporate schedule for ALL store employees?
I've heard of a specialist schedule (expecially for commerical). I've heard of RTM with a fixed one, receiving with a fixed one, credit/sos coordinator (what does it do anyway?), pricing and the PSA's. Many I know went into those positions for the fixed schedule.
If those can't be fixed why can't they? How much rtm work is needed on weekends? Does it make sense to work pricing on weekends? Are psa's grabbed for non vsm tasks?
For someone who claims to know all about Lowe's inner workings, you are clearly off the mark here, ESPECIALLY when it comes to set schedules.

There are non-selling positions (RTM, receiving, PSA, PSC) that fall in to a fixed schedule. This is based on needs and sales. It doesn't make sense to have associates in the store working when their vendor/corporate contacts are not accessible. In addition, the majority of payroll spent in high sales hours needs to be focused on the weekend. Non-selling roles consume roughly 500 hours a week and it needs to be focused on their specific responsibilities.

As far as "corporate" schedules go, forget the term exists. FormerSM has spoken to this term previously and it is a bad one. The staffing department at the home office are actually working to remove the term from daily language. The rotations are set up to keep schedules as fair and consistent as possible as well as allow for things like vacations, holiday sales, etc. Policy states that full time employees will get 1 weekend off every 4 weeks, give or take based on the needs of the business and they cannot work more than 9 consecutive days without a day off. Beyond that, the "corporate rotations" are only a guideline.

COMMERCIAL sales associates are scheduled based on the hours of their current and potential customers. Plenty of research and transaction tracking will support their schedules.

FormerSM will also agree that at the end of the day, it is his/her responsibility to run (ie. schedule) the store to best support the operating hours of their individual location. Almost every policy is finished with "at the discretion of the store manager" to fill in the grey areas or areas with flexibility.
FormerSM

Fort Wayne, IN

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#74
Aug 4, 2012
 
OhNoHeDidnt wrote:
<quoted text>
For someone who claims to know all about Lowe's inner workings, you are clearly off the mark here, ESPECIALLY when it comes to set schedules.
There are non-selling positions (RTM, receiving, PSA, PSC) that fall in to a fixed schedule. This is based on needs and sales. It doesn't make sense to have associates in the store working when their vendor/corporate contacts are not accessible. In addition, the majority of payroll spent in high sales hours needs to be focused on the weekend. Non-selling roles consume roughly 500 hours a week and it needs to be focused on their specific responsibilities.
As far as "corporate" schedules go, forget the term exists. FormerSM has spoken to this term previously and it is a bad one. The staffing department at the home office are actually working to remove the term from daily language. The rotations are set up to keep schedules as fair and consistent as possible as well as allow for things like vacations, holiday sales, etc. Policy states that full time employees will get 1 weekend off every 4 weeks, give or take based on the needs of the business and they cannot work more than 9 consecutive days without a day off. Beyond that, the "corporate rotations" are only a guideline.
COMMERCIAL sales associates are scheduled based on the hours of their current and potential customers. Plenty of research and transaction tracking will support their schedules.
FormerSM will also agree that at the end of the day, it is his/her responsibility to run (ie. schedule) the store to best support the operating hours of their individual location. Almost every policy is finished with "at the discretion of the store manager" to fill in the grey areas or areas with flexibility.
Thank you!!!!!!!!! Perfectly explained. Nedm and everyone else, please for the love of God stop talking about the schedules already. What could there possibly be left to discuss? OhNo gave the perfect and accurate answer. If you have a different scenario then you have a STORE issue not a company issue. Take it up accordingly.
DMxMD

United States

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#75
Aug 4, 2012
 
Very well put.77
snvk

Cedar Rapids, IA

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#76
Mar 13, 2013
 

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nedm wrote:
"If you are talking about a visit from an employee outside of the store such as a district manager even you must know that no one except salaried ppl give a damn."
And that is what I was referring to. I've seen district go ballistic because the sm did not staff enough people in oslg. Apparently the sm messed with the schedule. I remember the dept manager of oslg had friday off and saturday and to come in on sunday. Friday they changed the next week for him to come in saturday and sunday off. SM never explained why he was making these changes and ticked everyone off. After we pulled policy he was gone a few months later.
Like I said before corporate states policies that end up like the old game telephone. SVP's tell RVP's which tell market managers and then store managers. There's no feedback mechanism from corporate to assure them that everything is being done properly...except for walks. Every time I have seen a walk store management is scared. They call up other managers in other stores asking where they were and where they are going. It's like watching a group of teenagers having a party when the parents get home.
"If you were capable of lasting in a retail environment you would know that customer service is the priority of the business."
Um bubba I DID last. I moved on to better things. At the way things are going does anyone actually want to work at lowes if they can get paid more at another or get better conditions within another area?
Customer service can be a priority but obviously if the place is not profitable then it fails. HQ had great customer service as did builders square and home base. But all three are closed because they did not make enough money.
"From an employee's perspective a paycheck and being treated fairly is as equally important. I know you won't understand this but sometimes it's better to say nothing and be thought the fool than it is to open you mouth and remove all doubt."
Nice proverbs. Of course I understand. It would also make more sense that there are lifeboats to get off of the Titanic but you rather drown.
I am trying to be tactful here, but seriously, how did you ever get anywhere with such atrocious writing skills?
nedm

Pembroke, MA

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#77
Mar 13, 2013
 
So you bump something after six months?

First of all if you think I'm bringing my A game here and writing a masters level thesis I'm sorry but I don't have the time for that.

Judging writing skills on a message board that costs nothing to post (funded by some college sports ads apparently) and no registration and well, what do you expect?

If you want a good discourse/discussion go to The Well by all means.

As for getting anywhere yes I have. I make much more now than I did at lowes, I make more than my boss did (about 21% more or so). I also have weekends off and around 11 or so holidays.

If you want to get out of lowes then get some experience or education, network the heck out of yourself and get a car and a gps. I promote the heck out of the internet but much of employment these days depends on how much you can move and meet people. If you cannot actually physically see the person that is going to hire you then you might not be remembered and thus not as important.

Since: Jan 13

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#78
Mar 13, 2013
 

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nedm wrote:
So you bump something after six months?
First of all if you think I'm bringing my A game here and writing a masters level thesis I'm sorry but I don't have the time for that.
Judging writing skills on a message board that costs nothing to post (funded by some college sports ads apparently) and no registration and well, what do you expect?
If you want a good discourse/discussion go to The Well by all means.
As for getting anywhere yes I have. I make much more now than I did at lowes, I make more than my boss did (about 21% more or so). I also have weekends off and around 11 or so holidays.
If you want to get out of lowes then get some experience or education, network the heck out of yourself and get a car and a gps. I promote the heck out of the internet but much of employment these days depends on how much you can move and meet people. If you cannot actually physically see the person that is going to hire you then you might not be remembered and thus not as important.
I didn't read about any post bumping rules on the site.

Grammar, sentence structure, spelling etc. are all an indication of one's overall education level and degree of self-discipline.

Constant posting about a retailer that fired you years ago indicates an obsession. At least you're evidently not obsessed with puppies.
lobotomyaisle4

Middletown, DE

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#79
Mar 13, 2013
 
Pedro Rodriquez wrote:
<quoted text>
I have been around this ole earth for over 50 years and worked over 40. This is the only place I have worked where we have rotating schedules with odd days off and different hours. Many businesses have a 3 shift operation and possibly a weekend operation. Companies hired for 1st, 2nd, or 3rd shift-when they posted the job one knew what shift you were applying for. This scheduling works quite well because there are people who only can work days, mids or evenings because of their schedules. Lowes rotating schedule is confusing and hard to have social/family life outside of Lowes.
yes thank you! after almost 3 yrs, cant stand this schedule.
clueless

Mooresville, NC

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#80
Mar 14, 2013
 
nedm wrote:
How about you address the content rather than do an attack.
How exactly am I negative if I am stating the truth? The company has been going downhill for years now. It isn't the only one but obviously there are many that still work there.
you need to get out of the funhouse and take a long look in a un-detorted mirror. I'll give you one example even though stupidity speaks for itself. You say know one except salaried employees give a damn about visits from employees outside the store such as market managers. I do so those your theory. You've claimed to be a stock holder and yet everything you say here is negative ex: "the company has been going down hill for years". So you two things going 1) you're a fool for investing in a company that you thing will lose your money, 2) you're an ignorant, annoying litte prick who needs to get a life

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