Has Lowes stopped hiring for ASM posi...

Has Lowes stopped hiring for ASM positions from Within stores?

Posted in the Lowes Companies Forum

Glad to have a job

Chattanooga, TN

#1 Feb 3, 2013
I work at a very successful store, since the inception of SSEI the employees have received a bonus every quarter but one. Last year 2011 the store had a 10% comp and was 3 of 3. This year that ended yesterday the store had a 2% comp and also made 3 of 3. We recently had a ASM position open up, not one Department Manager in the entire store was given an interview. Is it now corporate policy to hire from the outside.

Since: Dec 12

Location hidden

#2 Feb 3, 2013
It's not corp policy to hire from the outside, however, your SM has discretion on who to interview. Your DMs must have not been the top candidates. Also, maybe it's just my perspective from working at other major retailers, but its almost unheard of to promote someone from hourly to a salaried management position in the same store. It makes for an awkward reporting relationship and brews conflict when you move up and all of the sudden have to manage your former peers.

Succession planning is done fairly often. Your SM and the others in the district have an excel spreadsheet with the names of DMs that will be ready to promote in 12 months, 6 months, and now. If your name has not made the list, you have little chance of being interviewed unless you are a qualified experienced external candidate. There's nothing shady about it. The company is simply encouraging SMs to identify their talented employees more proactively and work on development to build a pipeline of great internal candidates.

Since: Oct 11

Location hidden

#3 Feb 4, 2013
"...but its almost unheard of to promote someone from hourly to a salaried management position in the same store. It makes for an awkward reporting relationship and brews conflict when you move up and all of the sudden have to manage your former peers."

Hogwash-it happens all the time in mfg and other industries. You just need to be professional enough to handle the job. I prefer to hire from the ranks...I know what I am getting.

“Bumming a smoke in Fresno”

Since: Feb 13

Location hidden

#4 Feb 4, 2013
DMxMD wrote:
It's not corp policy to hire from the outside, however, your SM has discretion on who to interview. Your DMs must have not been the top candidates. Also, maybe it's just my perspective from working at other major retailers, but its almost unheard of to promote someone from hourly to a salaried management position in the same store. It makes for an awkward reporting relationship and brews conflict when you move up and all of the sudden have to manage your former peers.
Succession planning is done fairly often. Your SM and the others in the district have an excel spreadsheet with the names of DMs that will be ready to promote in 12 months, 6 months, and now. If your name has not made the list, you have little chance of being interviewed unless you are a qualified experienced external candidate. There's nothing shady about it. The company is simply encouraging SMs to identify their talented employees more proactively and work on development to build a pipeline of great internal candidates.
Listen you clown!
I had a friend that had what the Docs called "undulating" fevers, up and down, up and down, facial flushing and no pain in the side or vomiting and finally figured out he was having....of all things, a reaction to a blood pressure medication and "mini-strokes. criminy-crap !!
Well, we all have to admit that medicine is not a cut and dried exact science.
Buffy

Nebo, NC

#5 Feb 4, 2013
They need to always look out of store... Keeps from having the "Good Ole Boys Club" like we have at ours. You will get no where if your not in there click. So by getting some fresh faces it would keep some of that down...

“Bumming a smoke in Fresno”

Since: Feb 13

Location hidden

#6 Feb 4, 2013
Buffy wrote:
They need to always look out of store... Keeps from having the "Good Ole Boys Club" like we have at ours. You will get no where if your not in there click. So by getting some fresh faces it would keep some of that down...
Roses are red, bananas are yellow, wanna go out with a nice little fellow?
Glad to have a job

Chattanooga, TN

#7 Feb 4, 2013
DMxMD wrote:
It's not corp policy to hire from the outside, however, your SM has discretion on who to interview. Your DMs must have not been the top candidates. Also, maybe it's just my perspective from working at other major retailers, but its almost unheard of to promote someone from hourly to a salaried management position in the same store. It makes for an awkward reporting relationship and brews conflict when you move up and all of the sudden have to manage your former peers.
Succession planning is done fairly often. Your SM and the others in the district have an excel spreadsheet with the names of DMs that will be ready to promote in 12 months, 6 months, and now. If your name has not made the list, you have little chance of being interviewed unless you are a qualified experienced external candidate. There's nothing shady about it. The company is simply encouraging SMs to identify their talented employees more proactively and work on development to build a pipeline of great internal candidates.
Thank you for replying. Due you know what criteria is used to evaluate the DMs for promotions? And how each is weighted. I would appreciate any information that you might have.

“Bumming a smoke in Fresno”

Since: Feb 13

Location hidden

#8 Feb 4, 2013
Glad to have a job wrote:
<quoted text>
Thank you for replying. Due you know what criteria is used to evaluate the DMs for promotions? And how each is weighted. I would appreciate any information that you might have.
If they are so intent on impressing Wall street and investors, why has there been no interest in looking at the salary structures of "The Ivory Tower"? Instead, they are coming after the people that are in the trenches, cutting their benefits, salaries, not hiring any salespeople, leaving staffing at critical lows.

Since: Dec 12

Location hidden

#9 Feb 4, 2013
Every SM is different, but there are a few things that will make you stand out. Take the initiative to make decisions and manage your team without being told. Keep a great looking department that requires little to no intervention by senior management. Show an understanding of team coaching and corrective actions. Get involved with them and get some practice. If your ASM is writing someone up for performance and you weren't the one that initiated it, why didn't you notice the behavior first? Handle training for your team. Set real, measurable, goals on your PDP and take them seriously. Let your ASM/SM know you want to promote and ask for candid advice from them. Most of all, act like a manager. Lead your team as if you were the ASM, and people will respect you as if you were.
Glad to have a job

Chattanooga, TN

#10 Feb 4, 2013
DMxMD wrote:
Every SM is different, but there are a few things that will make you stand out. Take the initiative to make decisions and manage your team without being told. Keep a great looking department that requires little to no intervention by senior management. Show an understanding of team coaching and corrective actions. Get involved with them and get some practice. If your ASM is writing someone up for performance and you weren't the one that initiated it, why didn't you notice the behavior first? Handle training for your team. Set real, measurable, goals on your PDP and take them seriously. Let your ASM/SM know you want to promote and ask for candid advice from them. Most of all, act like a manager. Lead your team as if you were the ASM, and people will respect you as if you were.
Thank you for taking time to respond. I will assimilate your suggestions in a plan to advance my career with Lowes.

Thanks again for your time.

“Bumming a smoke in Fresno”

Since: Feb 13

Location hidden

#11 Feb 4, 2013
DMxMD wrote:
Every SM is different, but there are a few things that will make you stand out. Take the initiative to make decisions and manage your team without being told. Keep a great looking department that requires little to no intervention by senior management. Show an understanding of team coaching and corrective actions. Get involved with them and get some practice. If your ASM is writing someone up for performance and you weren't the one that initiated it, why didn't you notice the behavior first? Handle training for your team. Set real, measurable, goals on your PDP and take them seriously. Let your ASM/SM know you want to promote and ask for candid advice from them. Most of all, act like a manager. Lead your team as if you were the ASM, and people will respect you as if you were.
She needs to put down the corned beek sandwich and get serious about her image.
punked in DE

Dover, DE

#12 Oct 25, 2016
I've seen a huge movement of hiring ASMS from outside only, mostly from Walmart. My location has several DMS with many years of management and other qualifications and none get interviews. The people they hire have little to no management skills to the point that they couldn't manage a lemonade stand.
tjwalzer

Mooresville, NC

#13 Feb 1, 2017
DMxMD wrote:
It's not corp policy to hire from the outside, however, your SM has discretion on who to interview. Your DMs must have not been the top candidates. Also, maybe it's just my perspective from working at other major retailers, but its almost unheard of to promote someone from hourly to a salaried management position in the same store. It makes for an awkward reporting relationship and brews conflict when you move up and all of the sudden have to manage your former peers.

Succession planning is done fairly often. Your SM and the others in the district have an excel spreadsheet with the names of DMs that will be ready to promote in 12 months, 6 months, and now. If your name has not made the list, you have little chance of being interviewed unless you are a qualified experienced external candidate. There's nothing shady about it. The company is simply encouraging SMs to identify their talented employees more proactively and work on development to build a pipeline of great internal candidates.
well well, iyou mean the ones that will throwq you under the bus the quickest, or the ones who brown nose and are the tattle tellers running to mangament if they see a wrong. Your List reallly rarely will it contain the best . cut cut cut

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