Dirtybird

Visalia, CA

#1 Aug 13, 2012
We were told that this new Sterling program is so wonderful that a first day employee can do all the things that many seasoned people can do. So, along that vein of thought, maybe the idea of Specialists going away is valid. That would also eliminate anyone with any experience of a few years.
Imagine that !!

Since: Oct 11

Location hidden

#2 Aug 13, 2012
I wonder if the newbies can re-key locks their first day using the technology. Other companies have let go their seasoned employees with the thought any monkey could do their job. Many of those companies are closed because they found it wasn't true. If you fail to learn from history you will be forced to learn it a second time...if there is one.
nedm

Pembroke, MA

#3 Aug 13, 2012
Certainly effiencies can reduce jobs but I don't know if it would be that much.

There is so much Genesis does but has such a huge learning curve that anything would be more efficient.

Heck that reminds me how many stores still have a phone operator or greeter?
Devils Fan

Matthews, NC

#4 Aug 13, 2012
Yet another disgruntled low hourly waged associated mad because specialist make $6hr more than them. I really feel sorry for your type. I'm hoping we do get let go to satisfy the haters. Remember, at unemployment I'll be at $400 a week which is a lot more than I bet you make. Blame yourself for your own low wages.
Dirtybird

Visalia, CA

#5 Aug 13, 2012
If you fail to learn from history you will be forced to learn it a second time...if there is one.
Well, Lowes never seems to learn anything, they keep copying the dumb things that HD has done and now with getting set to dump seasoned people, they're going down the Circuit City road.
nedm

Pembroke, MA

#6 Aug 14, 2012
@ Devils or you could blame your high wages for being let go. Soem of the smartest people I know in the company denied (turned down) promotions because they knew they would have a higher chance of being let go. Who honestly wants to move up to be a asm? I rather be a department manager than a specialist any day. Pretty much the same pay, no sales budget in the same way and you get experience to work in other departments as most have a one..can't say the same with a specialist.

As for circuit city well with electronics online reviews count more than in person. Even if circuit city kept their staff they still would have gone under because best buy is going down the same path.Traditional retail is gradually being phazed out at least in some sectors.
Captain_Morgan02

Matthews, NC

#7 Aug 14, 2012
nedm wrote:
Certainly effiencies can reduce jobs but I don't know if it would be that much.

There is so much Genesis does but has such a huge learning curve that anything would be more efficient.

Heck that reminds me how many stores still have a phone operator or greeter?
We have an operator. We shouldn't. They should ask her to retire and use that payroll on something productive like a new plumbing part timer since they are always gettin hammers on call buttons. For what she's paid after being there so long they could pay a few.
Devils Fan

Charlotte, NC

#8 Aug 15, 2012
nedm wrote:
@ Devils or you could blame your high wages for being let go. Soem of the smartest people I know in the company denied (turned down) promotions because they knew they would have a higher chance of being let go. Who honestly wants to move up to be a asm? I rather be a department manager than a specialist any day. Pretty much the same pay, no sales budget in the same way and you get experience to work in other departments as most have a one..can't say the same with a specialist.
As for circuit city well with electronics online reviews count more than in person. Even if circuit city kept their staff they still would have gone under because best buy is going down the same path.Traditional retail is gradually being phazed out at least in some sectors.
Hey dude, Lowe's actually offered me this pay as well as decent yearly raises. I've always received 5%-6% raise per year because my sales are good, I'm punctual and dress professional except for shorts on an occasional hot ass day. I don't know where Circuit City came from but a shit ton of what we sell can not be bough online without wanting to put your hands on it. That's why ATG was bought. I agree about not wanting to be an ASM. When we were getting commission I was making more than ASMs even if they made bonus! Especially given the hours and the fact you WILL be transferred to a store much farther away from where you live. ASMs are also held accountable for their associates actions or their lack of. I've seen many ASMs let go because they could not manage employees actions. WTF? If an employee has been written up for a third time they should be fired! Don't fire the ASM! Another example that right to work is just a label! Why aren't these repeat offenders let go when cause is in black and white? It's not my store either. Been in eight different stores and it's visible in each and every one!

Since: Oct 11

Location hidden

#9 Aug 15, 2012
Our Management team doesn't have a backbone. They have employees who continually call in, don't show, show up late, don't work, wander around and the management team is in their office I suspect reading connections and email. They run from conflict and managing people. I don't think they get much training in that respect-at least it is not displayed on our store. But what do you expect-managers in their 20's, never worked any other place than retail, working with managers who are just as inadequately trained as they are-the blind leading the blind. They know how to run Genesis, reports, fill out reports, sign forms etc but they do not know how to manage people.

I know some of you think I have sour grapes-no, I have been around the block for over 40 years-I have seen management styles, flavor of the week etc-I have seen ones that work and ones that don't-and it is not magic-you need to read books about successful management, cultures etc. We are going back to the management of the 50's-top down dictatorial management because their is a job shortage and if you don't like this style there are 50 people waiting in line for work. Moral is in the toilet and if you understand this management style you will understand why. And, there is a solution-read about successful business and how they treated their employees and customers. Successful companies did not treat them like Lowes does-and, some of those successful companies have gone back to styles don't work because of a young crop of managers who won't study history and they have a corp. group who doesn't care in people, only profits and their benefit package. If they cared and were held accountable they wouldn't run the company into the ground, rape the profits and then get a going away present of millions of dollars. Who wouldn't want to fail with a reward system like that (unless you had some morals and scruples).
DMxMD

United States

#10 Aug 15, 2012
Pedro Rodriquez wrote:
Our Management team doesn't have a backbone. They have employees who continually call in, don't show, show up late, don't work, wander around and the management team is in their office I suspect reading connections and email. They run from conflict and managing people. I don't think they get much training in that respect-at least it is not displayed on our store. But what do you expect-managers in their 20's, never worked any other place than retail, working with managers who are just as inadequately trained as they are-the blind leading the blind. They know how to run Genesis, reports, fill out reports, sign forms etc but they do not know how to manage people.
I know some of you think I have sour grapes-no, I have been around the block for over 40 years-I have seen management styles, flavor of the week etc-I have seen ones that work and ones that don't-and it is not magic-you need to read books about successful management, cultures etc. We are going back to the management of the 50's-top down dictatorial management because their is a job shortage and if you don't like this style there are 50 people waiting in line for work. Moral is in the toilet and if you understand this management style you will understand why. And, there is a solution-read about successful business and how they treated their employees and customers. Successful companies did not treat them like Lowes does-and, some of those successful companies have gone back to styles don't work because of a young crop of managers who won't study history and they have a corp. group who doesn't care in people, only profits and their benefit package. If they cared and were held accountable they wouldn't run the company into the ground, rape the profits and then get a going away present of millions of dollars. Who wouldn't want to fail with a reward system like that (unless you had some morals and scruples).
I was trying my best to stay out of thus one, but I found some truths I wanted to reiterate.

1, yes in some stores the attendance policy is too lenient. In others its too strict. The company is screwing its management team by not adopting a uniform black and white policy. I say go with the Walmart attendance policy. 15min grace period. Tardy is a third of a point. Absent is a full point. After 3 points you get a non-write up personal discussion. 4 initial warning. 5 written. 6 final. 7 termination. All based on a 6 month rolling period, so absences only count against you for 6 months before they fall off. A lot of people groped when it went in place back in 05 that it was too strict, but you know what? People started showing up for work.

2, management can not be strict, because we are all castrated by the HR pyramid. I don't personally believe anyone from HR needs to be involved until maybe final warnings. Let your managers manage. That's what they're paid for. It'd not that we don't have backbone. It's that we aren't given the muscle needed to push the team in the right direction. It takes an insane ammount of documentation to even do a written warning. Cut the red tape and we will be able to do our jobs better.

Since: Oct 11

Location hidden

#11 Aug 15, 2012
DMxMD wrote:
<quoted text>
I was trying my best to stay out of thus one, but I found some truths I wanted to reiterate.
1, yes in some stores the attendance policy is too lenient. In others its too strict. The company is screwing its management team by not adopting a uniform black and white policy. I say go with the Walmart attendance policy. 15min grace period. Tardy is a third of a point. Absent is a full point. After 3 points you get a non-write up personal discussion. 4 initial warning. 5 written. 6 final. 7 termination. All based on a 6 month rolling period, so absences only count against you for 6 months before they fall off. A lot of people groped when it went in place back in 05 that it was too strict, but you know what? People started showing up for work.
2, management can not be strict, because we are all castrated by the HR pyramid. I don't personally believe anyone from HR needs to be involved until maybe final warnings. Let your managers manage. That's what they're paid for. It'd not that we don't have backbone. It's that we aren't given the muscle needed to push the team in the right direction. It takes an insane ammount of documentation to even do a written warning. Cut the red tape and we will be able to do our jobs better.
That is too bad-as a supervisor I had authority to tell people to get to work, write them up etc. Everything was run through my boss and HR but if one built a good case there was no problem.

Our Lowes store seems to want to "write" everyone up. Goofiest thing I have seen. Why would you want to focus on the negative? Do they raise their kids that way and treat their spouses that way? Must be a real happy family.

We had conversations, verbal warnings, written warnings, possible suspensions and terminations. Our goal was to share the rules and the consequences and almost always there was a conversation that never got put in their file-except maybe a postit note in case something related happened again. We had a file on each employee-attendance sheet, and +/-sheet where we recorded the good things as well as the discipline. The discipline sheet told the story, what expectations there were and the next step if things didn't improve. Should be no surprises-at Lowes-there is always that hanging over your head and you are guilty unless you can prove by God that you are innocent. Seen too many cases where a person is called in and accused of something from another employee and instead of investigating you are just guilty.

Dangest system I have ever seen, and the most unproductive.

Look for the positive and reward the positive and you will most likely have a positive workforce. Focus on the negative and you will have a skittish, untrusting and negative workforce. Seen both work-it almost predictable.

Since: Jun 12

Location hidden

#12 Aug 18, 2012
Devils Fan wrote:
Yet another disgruntled low hourly waged associated mad because specialist make $6hr more than them. I really feel sorry for your type. I'm hoping we do get let go to satisfy the haters. Remember, at unemployment I'll be at $400 a week which is a lot more than I bet you make. Blame yourself for your own low wages.
But don't just assume that you'll receive unemployment compensation, Lowe's (like many other retailers) is known for fighting unemployment claims.
nedm

Pembroke, MA

#13 Aug 19, 2012
But at the same point lowes is known for not keeping track of anything that well. I've seen people fired on a bad charge. Lowes tried to block unemployment lost. He was awarded two years (and he could work at the same time) because the sm screwed up.

Remember when they gave those "It's Your Ship" book to sm's? Yeah big mistake. If you brake labor laws it bites them in the butt.
UMMM NO

Mooresville, NC

#15 Aug 19, 2012
nedm wrote:
But at the same point lowes is known for not keeping track of anything that well. I've seen people fired on a bad charge. Lowes tried to block unemployment lost. He was awarded two years (and he could work at the same time) because the sm screwed up.
Remember when they gave those "It's Your Ship" book to sm's? Yeah big mistake. If you brake labor laws it bites them in the butt.
I find it amazing that you always seem to "know someone who" or you "worked with someone" or that you "worked in a store and saw"... for someone who no longer works for Lowe's (and was probably just a 3 month seasonal loader) you come up with the dumbest analogies and so-called first hand experiences that, after almost 15 years, I have never heard of!! When you quote policy, you're almost always wrong. You keep trying to prove that there is some law being broke by some manager in a store you never worked in just because you think you're helping by commenting on someone's post that has nothing to do with you! Want to help these guys out? Apply for a job at your nearest Lowe's, work hard and prove yourself... move up into a position that allows you to positively affect someone's life and then put all of your endless research to good use, because all it's doing on this site is giving false or outdated information and turning you into a joke. Sorry, but I thought you needed to know.
nedm

Pembroke, MA

#16 Aug 19, 2012
"for someone who no longer works for Lowe's (and was probably just a 3 month seasonal loader) you come up with the dumbest analogies and so-called first hand experiences that, after almost 15 years, I have never heard of!!"

No sorry I wasn't a loader for three months. I'm also sorry that you probably failed out of a number of jr colleges.

"When you quote policy, you're almost always wrong. You keep trying to prove that there is some law being broke by some manager in a store you never worked in just because you think you're helping by commenting on someone's post that has nothing to do with you!"

Huh? Talk about a run on sentence. Dude it's a message board so technically we aren't all in the same town, state or even country since lowes operates in four different ones. It isn't that hard to look up laws. If you don't like that fact then stop using the internet. Remember if it wsn't for people calling the company out they'd still have that variable overtime.

"Want to help these guys out? Apply for a job at your nearest Lowe's, work hard and prove yourself... move up into a position that allows you to positively affect someone's life and then put all of your endless research to good use, because all it's doing on this site is giving false or outdated information and turning you into a joke. Sorry, but I thought you needed to know."

Working at lowes isn't going to make anyones life better. When you tell people to check the laws and check policies and bring them up then it does. Call the company out, it's not like they win much on lawsuits.

Lowe's is run by some of the most dumbest forms of management that exists on the planet. I don't mean store level I mean corporate. Here's a few major examples

1) Delivery trucks are not palletized. Products often arrive damaged or will be damaged if it is unloaded. So much for safety being job #1. Other retailers learned to do this decades ago

2) The gable roofs in oslg were not designed to accomodate feet of snow. I've seen oslg closed during winter because there was no safe way to get rid of the snow.

3) The flat roof design on the main building makes it much more likely to leak with snow as seen in nearly every store in the region (18) going back a decade.

4) Policies often contradict. Department managers are supposed to spend 90% of the time in their department and yet it is strongly implied you have to escourt customers to products so which is it?

5) What specifically is the training for anyone with EMTP, MTP, Ops training, Sales manager training, Admin training all long gone. LLC tests state specifically that "No one should coach you during this test" and yet there's only a handful of terminals for this (unless you take them on the selling floor which is not looked well upon) and over 100 employees. Of course people tell each other the answers how else do people pass when there's no time to study any of the material!

6) ATG purchase is meaningless at this point. When there's no spiffs/sos there's a lower incentive to sell. Why would any customer go to a lowes to order from ATG and pay $7 for shipping if they can get shipping free and order from home? Furthermore how exactly does lowes deal with ATG returns when the customers come back? I know for a fact that these comments were mentioned at a meeting because a friend of mine brought them up. Apparently no one thinks returns would be an issue. Who would honestly go to a store to order a product and NOT go back to the store to return it?

I help employees out by finding other jobs for them. Here's a tip that can help. Use changedetection.com and go to companies/nonprofits/governmen t job posting sites. That way you can get emails when the site changes and know about jobs as they post. I already found two jobs for a head cashier that is looking to leave. Twice the pay and much better bennies.
UMMM NO

Mooresville, NC

#17 Aug 19, 2012
nedm wrote:
"for someone who no longer works for Lowe's (and was probably just a 3 month seasonal loader) you come up with the dumbest analogies and so-called first hand experiences that, after almost 15 years, I have never heard of!!"
No sorry I wasn't a loader for three months. I'm also sorry that you probably failed out of a number of jr colleges.
"When you quote policy, you're almost always wrong. You keep trying to prove that there is some law being broke by some manager in a store you never worked in just because you think you're helping by commenting on someone's post that has nothing to do with you!"
Huh? Talk about a run on sentence. Dude it's a message board so technically we aren't all in the same town, state or even country since lowes operates in four different ones. It isn't that hard to look up laws. If you don't like that fact then stop using the internet. Remember if it wsn't for people calling the company out they'd still have that variable overtime.
"Want to help these guys out? Apply for a job at your nearest Lowe's, work hard and prove yourself... move up into a position that allows you to positively affect someone's life and then put all of your endless research to good use, because all it's doing on this site is giving false or outdated information and turning you into a joke. Sorry, but I thought you needed to know."
Working at lowes isn't going to make anyones life better. When you tell people to check the laws and check policies and bring them up then it does. Call the company out, it's not like they win much on lawsuits.
Lowe's is run by some of the most dumbest forms of management that exists on the planet. I don't mean store level I mean corporate. Here's a few major examples
1) Delivery trucks are not palletized. Products often arrive damaged or will be damaged if it is unloaded. So much for safety being job #1. Other retailers learned to do this decades ago
2) The gable roofs in oslg were not designed to accomodate feet of snow. I've seen oslg closed during winter because there was no safe way to get rid of the snow.
3) The flat roof design on the main building makes it much more likely to leak with snow as seen in nearly every store in the region (18) going back a decade.
4) Policies often contradict. Department managers are supposed to spend 90% of the time in their department and yet it is strongly implied you have to escourt customers to products so which is it?
5) What specifically is the training for anyone with EMTP, MTP, Ops training, Sales manager training, Admin training all long gone. LLC tests state specifically that "No one should coach you during this test" and yet there's only a handful of terminals for this (unless you take them on the selling floor which is not looked well upon) and over 100 employees. Of course people tell each other the answers how else do people pass when
LOL!! Well then, I guess you told me. Apparently your defense is based on your punctuation and grammer (which are far from perfect also) and the fact that you must be hiding a cape under those clothes. Are you the mild-mannered, job finding hero known as... RIDICULED MAN? How about EGO GUY, since you think you have the answer for EVERYTHING!!?! Or perhaps KNOWLEDGE BOY?? Since you apparently think anyone who disagrees with you had to have failed out of a Junior College. Thanks,by the way, for the chuckle on that one. You're so lame.

Tell me when this thread is updated:

Subscribe Now Add to my Tracker

Add your comments below

Characters left: 4000

Please note by submitting this form you acknowledge that you have read the Terms of Service and the comment you are posting is in compliance with such terms. Be polite. Inappropriate posts may be removed by the moderator. Send us your feedback.

Lowes Companies Discussions

Title Updated Last By Comments
Lawsuit 18 hr Grapevine 1
I hate working at Lowe's!!!! (Feb '13) Mon DDB 333 71
Product Stock Sun Grapevine 5
Appliance Signage Apr 18 Just a thought 1
News Corporate Greed Profile: Lowes CEO, Robert A. N... (Nov '09) Apr 15 lowes spec 108
an hr manager at lowes....just say no!! (Apr '13) Apr 14 B-LOWES 68
ASM doesn't know how to do labels (Oct '14) Apr 13 sickofbeingwalkedon 4
More from around the web