SPIFFS and SOS commissions gone
ohno

Garden City, MI

#105 Feb 8, 2012
Next Year wrote:
So you take a 5,000 pay cut this year, and then next year you lose the other 5,000 when the program goes away. Is this how it works?
thise who made more than $250 in spiff starting in october 2011 will receive this extra pay on each and every check until they either leave lowes, move to a salary based pay ir they wirk for the corporate office. Rdc or something out of store ...so if you are a specialist and you move to a cashier this will remain on your pay....this doesnt go away otherwise
dookieshoe

Austin, TX

#106 Feb 8, 2012
Some of you have quickly forgotten where the cuts started last year, which was at the top. It trickled down to 7 regional offices and their staffs, and then to about 35 district jobs followed with around 1700 ASMs. Yeah, the ASMs were not really last, but that was the global plan and it left 2000+ employees out of work.

How many of you lost your job today?

I took a big hit monetarily and it wasn’t and still isn’t fun. But, instead of complaining about it, I simply had to work harder to keep the job I have. That was a decision I made and one that each of you need to make.

If you think your tenure should matter, then go apply for State or Federal jobs. They promote based on tenure, not productivity. Some of you might fit right in.

You work for a top 50 component of the Dow. If you think what has happened (and will continue to happen) doesn’t happen at other components, pull your head from the sand. Yes, some of you will go away and be replaced be cheaper labor…happens all the time. And considering the unemployment rate is still hovering around 8%, I am pretty sure someone that has been without any pay check for months or years would be glad to replace you and have a great attitude about it. With the attitudes and self righteousness going on, I doubt some of you could get employed by a 200 component.

The ASM cuts pulled out some weak and lowered the average salary no doubt. A year later, I think the ASM group is stronger and more focused. Are there still bad apples? Of course…

A year from now, the specialist group will be stronger and more focused because you will actually be held accountable. And, the company will be stronger and more profitable.

Get on board, or sharpen up your resume if it is that bad for you. Working for a public company requires tough decisions. Ask yourself if you can handle working for a company that is focused on retaining the work force that actually wants to help it succeed.

Welcome to the real world.
houston lowes

Houston, TX

#107 Feb 8, 2012
NE Lowes wrote:
<quoted text>
Exactly, and that is their (Lowe's) rationalization. But it is still a 50% cut. Fifty percent is better than nothing (which they could have done) although some will lose double digit thousands. Guaranteed those desperate for jobs would be more than happy to fill the vacancies (at a lower pay rate no doubt) and they are ok with that.


NE Lowes..You must be management...I just had to explain to my wife that we will NOT be purchasing the house we were looking at.
Bad for all of us

Spencerport, NY

#108 Feb 8, 2012
Stop looking at only Appliances and Kitchens. Who would want to work in either of those depts. without incentive. I would say give me tools or paint in a heartbeat. Think about the other specialist that are going to lose 3-8k. That is a large percentage of their income. The flooring, plumbing, and millwork specialist work very hard for a very small commission on an SOS product that many others would not know how to sell. On top of that their margin which is directly tied to commission drops constantly because of promos. I say if you are jealous of the specialist become one! But the same people that bash the specialist would run the second they were asked about an SOS shower door, SOS peachtree windows, or SOS carpet. By the way my store closed in october.
ThreeYearsOfWork

Hixson, TN

#109 Feb 8, 2012
I have taken the time to read every post here and I just want to say the following.
Don't think that because we are dismayed about losing spiffs that we are not grateful to have jobs. Just try to understand this. I started as a seasonal loader in 2009. Worked a full 100 days outside in quick load among other places. I was one of three people they retained at the end of the season, out of 25 they let go. I was placed in the seasonal (And OPE) area. After that I asked to be placed BACK outside in the summer because I enjoyed keeping busy. The store manager pulled me off to the side and told me that was simply not going to happen. When I asked why he told me "After seeing you work with customers I would be crazy to put you back outside". Considering I thought he was going to let me go that was a relief. After that I was made full time a few months later. I had striven to learn more about my product by watching the OPE specialist and reading available material. After he left I was told by several members of management to apply for the position, and here I am. The reason for telling you how I got here is this; it took me a year and a half to work my way to full-time. A "Goal" if you will. My next goal was to be the best I could be for me and my family. I still remember being told I was in the top ten in the district, then region and finally number one.
This year I wanted to double sales. I have the product knowledge and selling skills, but what after that? They should have restructured to reward the best and remove the rest. Not punish people that have kept the same position for ten years for a reason; they care about the company and the customer. Now what do I have to look forward too? We are not payed more because of favoritism, but because we build customer loyalty.
In my store, loading is not "Grunt work" as some have put it. Loaders and CSA's are a necessity for the store and company just as specialists are. At least good ones that know what it means to take care of the customer and company. In my store that means I do it all, front face every item, down stock, cycle counts, you name it. The only time I don't load is when there is a line of 15 people at my displays, all asking rapid fire questions that no one else cared enough to learn about. What "Goal" will new hires look forward to in the future. Better yet, how many of our new hires will even think about the future of the company? Most are working their way through collage here, many under 20 with no real "Work Ethic". I just don't see this as way to retain quality employees.
But for all those saying their specialists are lazy and overpaid; in my store if you sell it you own it, and the customer that left with the product, as it should be. If I sell it I make sure to not only follow up, but every chance I get I walk my customer to the register and thank them for their business repeatedly, and I have the customer calls on record to prove it.
As frustrating as I find this change I will continue to do my best as I always have. I just hope one day I can climb the ladder in this great country without it being snatched out from under me to keep others on top. There is nothing wrong with healthy competition. That's why I love capitalism, however I still feel this is a detrimental change that could have been avoided. There is a lot more fat that could have been trimmed without killing incentives for employees that deserve them. And as for the inflation of product as pointed out by Gametime "Is it really your money? The customer is paying your spiff through the inflation of the prices of appliances." I sold a generator install for 39,000.00 that others would have sent away. I made one call and was sent a form by Generac for a "Out of line product authorization form. I sold it at 13.5% margin so $5,265.00 for the company and I got 0%, yet if a $500.00 fence detail sells, I get $20.
Everyone here have a God blessed night and a better day tomorrow.
zal front load

Angola, NY

#110 Feb 8, 2012
those of you who feel these moves are necessary for our viability, you're either foolish, naive,independantly wealthy and can work for $10/hr just for kicks or (most likely) company shills. This money doesnt even come from lowes but for the most part indirectly from vendors...so its not saved money.As a life long conservative i believe in success and in profit but this is insane!There generally is no easy way to success but there can be quick ways to temporary short term profits. Nobody wants to see stores close...but much of that was due to trying to grow to quick, too many stores in close proximity and too many stores in general. From what ive been told they weren't even all losing money. Anyways celebrate all you want if you really think these moves will save us.. The big guy has to make his yacht payment somehow.
lost wages

Cedar Park, TX

#111 Feb 8, 2012
To those of you who say it was incentives only, it should never be expected, tell that to the attorney General who sees it as income and garnishes based on the previouus years earnings.. I never counted on it I never expected it, but they sure did. And I still have to pay it no matter what, even though Im not earning it anymore..

Former employee who got the shaft beacuse I transfered to a 15million store from a 35mil and didn't sell what I did at the 35...
from all over

United States

#112 Feb 8, 2012
When depot did this they gave associates nothing.
houston lowes

Houston, TX

#113 Feb 8, 2012
On a side note...I plan to price match the hell outta every appliance. I can see it now..."Yes I will take an extra 10% off, and no you don't need this warranty. Just wait till you have our third party delivery bash the crap outta your purchase. Call anyone in the store to help you, because at Lowes every employee can explain about dual evaporaters, european convection, time of soap penetration with powerfoam...etc."
At least I will be able to take a day off now though. Can stop taking customer calls on my cell now.
dookieshoe

Austin, TX

#114 Feb 8, 2012
ThreeYearsOfWork wrote:
That's why I love capitalism, however I still feel this is a detrimental change that could have been avoided. There is a lot more fat that could have been trimmed without killing incentives for employees that deserve them..
You work for a corporation that hires or fires based on ROI. No ROI, no jobs...look at the other retailers that are no longer employing people based on an unhealthy ROI.

The corporation will realize this adjustment on the bottom line almost instantly.

If you (people on this forum) don't like that, apply for a gov'ment position...they don't care about ROI.

Like it or not, ROI is why you have a job in the first place.
Let the madness continue...
Houston applcab dept mg

United States

#115 Feb 8, 2012
houston lowes wrote:
On a side note...I plan to price match the hell outta every appliance. I can see it now..."Yes I will take an extra 10% off, and no you don't need this warranty. Just wait till you have our third party delivery bash the crap outta your purchase. Call anyone in the store to help you, because at Lowes every employee can explain about dual evaporaters, european convection, time of soap penetration with powerfoam...etc."
At least I will be able to take a day off now though. Can stop taking customer calls on my cell now.
I know that feeling. I can't tell you how many times on my days off I took care of issues over the phone. I won't be going out to houses to trouble shoot appliances or fix dented Samsung doors. I use to on average work 2-4 hours off the clock fixing issues because we could not get overtime. I labeled every beam in receIving and organized all the appliances in delivery just so I could make 45 k instead of just 33 k due to my extra commission. Oh and I forgot that the excuse I got for getting small raises on my pdp were that I worked in appliances
spec three

Lithonia, GA

#116 Feb 8, 2012
This is for gametime..suck what up?...10 years ago my store manager said become a specialist..you will do well and he was rite...now tues I haf stock options wiyh this company as well as health insurance for my family...now I cant afford to buy the stock and I may have to end my insurance because I gotta make up yhe money I lost...ask upper management if they had to do the same thing....
Curious

Thornville, OH

#117 Feb 8, 2012
So, what happens after 12 months of prorated spiffs? Another pay cut (no spiffs) and in an even bigger financial hole.
You are a jerk

United States

#118 Feb 8, 2012
I would love for any of you who say you are happy spiffs are gone and that specialists don't do shit to come to my store to tell me that face to face. You don't have the guts
spec three

Lithonia, GA

#119 Feb 8, 2012
dookieshoe wrote:
Some of you have quickly forgotten where the cuts started last year, which was at the top. It trickled down to 7 regional offices and their staffs, and then to about 35 district jobs followed with around 1700 ASMs. Yeah, the ASMs were not really last, but that was the global plan and it left 2000+ employees out of work.
How many of you lost your job today?
I took a big hit monetarily and it wasn’t and still isn’t fun. But, instead of complaining about it, I simply had to work harder to keep the job I have. That was a decision I made and one that each of you need to make.
If you think your tenure should matter, then go apply for State or Federal jobs. They promote based on tenure, not productivity. Some of you might fit right in.
You work for a top 50 component of the Dow. If you think what has happened (and will continue to happen) doesn’t happen at other components, pull your head from the sand. Yes, some of you will go away and be replaced be cheaper labor…happens all the time. And considering the unemployment rate is still hovering around 8%, I am pretty sure someone that has been without any pay check for months or years would be glad to replace you and have a great attitude about it. With the attitudes and self righteousness going on, I doubt some of you could get employed by a 200 component.
The ASM cuts pulled out some weak and lowered the average salary no doubt. A year later, I think the ASM group is stronger and more focused. Are there still bad apples? Of course…
A year from now, the specialist group will be stronger and more focused because you will actually be held accountable. And, the company will be stronger and more profitable.
Get on board, or sharpen up your resume if it is that bad for you. Working for a public company requires tough decisions. Ask yourself if you can handle working for a company that is focused on retaining the work force that actually wants to help it succeed.
Welcome to the real world.
So you reAlly think this change is going to help us as a company....your specialist pushed your sales and we still had goals to keep....in my store I was the leader in sales and for my district top 25 moat of the year...you dont knoq how many sales off the clock I closed for my store pr for tbat matter how many epps I sold ...in fact I was hitting over 50% epp every week...the eztra money helped alot..no rational petspn can say they will be happy with a paycut...betcha upper mngt didnt take a cut..
Houston applcab dept mg

United States

#120 Feb 8, 2012
dookieshoe wrote:
<quoted text>
You work for a corporation that hires or fires based on ROI. No ROI, no jobs...look at the other retailers that are no longer employing people based on an unhealthy ROI.
The corporation will realize this adjustment on the bottom line almost instantly.
If you (people on this forum) don't like that, apply for a gov'ment position...they don't care about ROI.
Like it or not, ROI is why you have a job in the first place.
Let the madness continue...
How does illiminating profit sharing ( commission and spiffs) help ROI? You sound pretty educated. Why did you go to school and study hard? To make more money for yourself. Some not all Lowe's specialist educate themselfs in the area's they're placed to make a little extra money to better themselves. Take away that incentive and you will not have very educated associates on product knowledge. I can't tell you how many times customers would come out of there way to Lowe's just to deal with me because I'm educated in home improvement when they could stop at home depot right next to there home. They would tell me they don't like home depot because no one knows what they are doing. Maybe they don't know what they are doing because there are no incentives to care. So unless lowes is going to have extremely effective mgt, which they rarely do. Since they to have had there profit sharing % drop. Much of Lowe's specIalty areas Appliances, Cabinets, Flooring, Milworks, and Home decor will go in the red more. Id'e be willing to put the rest of my Lowe's 401k on that since it may not be worth much in the next few years. What kind of ROI has Lowe's got from those broken and lost I-phones. Great ROI! Maybe you should work for the federal government so you can show them that ROI. You bring them up so much but they use the minimum incentives of all work invironments they are not very productive now are they.
Bad for all of us

Spencerport, NY

#121 Feb 8, 2012
Hopefully this backfires and corporate does the right thing before its to late. News flash differentiating from your competition is not becoming them. Our Home Depot is full of part time college kids and retirees. They have no incentives and it shows in their lack of customer service. Before my store closed I defined Lowe's by the people behind the red vest. That all changed on oct 15 when we were told our store was closing. Corporate only knows us by sales id # and $ per hour. They are messing with the foundation of this company. Experience matters but they are not factoring that potential loss into these decisions. I hope the ones at the top get what is coming to them. The way our country is they will probably get a bonus.
ThreeYearsOfWork

Hixson, TN

#122 Feb 8, 2012
dookieshoe wrote:
<quoted text>
You work for a corporation that hires or fires based on ROI. No ROI, no jobs...look at the other retailers that are no longer employing people based on an unhealthy ROI.
The corporation will realize this adjustment on the bottom line almost instantly.
If you (people on this forum) don't like that, apply for a gov'ment position...they don't care about ROI.
Like it or not, ROI is why you have a job in the first place.
Let the madness continue...
I could not agree with you more. As far as ROI I would think my generator install of $39,000.00 I sold at 13.5% margin for a $5,265.00 profit for the company would be a good return: keep in mind I got 0% of anything. Yet if a $500.00 fence detail sells I get $20. So I don't totally understand ROI as they don't seem to focus on it there. Don't even get me started on my budget; my department is now consistently in the black. As for our flooring specialist, he has payed for at least 2 other salaries for longer than I have been with the company. I would love to see a $8-10 dollar a hour employee do that.
dookieshoe

Austin, TX

#123 Feb 8, 2012
spec three wrote:
<quoted text>
So you reAlly think this change is going to help us as a company......
yup
spec three wrote:
<quoted text>
in my store I was the leader in sales and for my district top 25 moat of the year.....
maybe you should strive for top 25 in region?
spec three wrote:
<quoted text>
you dont knoq how many sales off the clock I closed for my store pr for tbat matter how many epps I sold ...
For most companies, hourly emplyoees working off the clock is a terminable offinse.

Invest your drive of anger into a drive of improvement and help yourself succeed in the change. If you can figure that out, you can help your fellow employees and the time you have invested.

Good luck.
appl spec

Los Angeles, CA

#124 Feb 8, 2012
Was in appliances back in 07, transferred to another store and lost my position cuz it was full, recently last December got back in appliances then this happen, bout to only make $200 extra cuz I didnt work the whole year.... get the f&%$ out of here...ropers all day!!

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