2013 Lowe's Store Staffing Changes

2013 Lowe's Store Staffing Changes

Posted in the Lowes Companies Forum

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Spanish Mike Alvarez

Schnecksville, PA

#1 Nov 7, 2012
1. Number of ASMs are reduced in all stores.
2. Specialist title changed to sales lead.
3. PSA goes away

As I get more info, I will post
Spanish Mike Alvarez

Schnecksville, PA

#2 Nov 7, 2012
The below is correct:
Re-org 2013 wrote:
Ok, here we go again, the 2013 restructure.
1. PSE takes a 20% pay cut an comm goes up to 4% just like PSI.
2. ASM's gone, new structure, has a sm and one ASM, no more zones, no HR. Department managers u have to step up.
3. Sales specilaist, allowance is gone, position disolved, u r now just a CSA, full time of course.
Spanish Mike Alvarez

Schnecksville, PA

#3 Nov 7, 2012
The below is correct:

From LowesEmployees.c0m

"Lowes will be going through some more changes in 2013. District manager and store managers will find out more by the end of the year with implementation beginning when the new fiscal year starts in February.
Really, it's nothing major. More of a change in job description/title for specialists-you will still be focused on sales. Bigger changes are in place for store management structure."
PSA

Mooresville, NC

#4 Nov 7, 2012
Here we go again with the rumour mill. My money is stashed away, I'm ready. There is no way I will belieive that LowesEmployees.com or this site has any inside info, you were all wrong last time.
Larry

Rochester, MI

#5 Nov 7, 2012
Thats from my buddy, Corporate Ken on
www.lowesemployees.com .

"Lowes will be going through some more changes in 2013. District manager and store managers will find out more by the end of the year with implementation beginning when the new fiscal year starts in February.

Ken does work at corporate, but is kind of a blowhard. Got to give him credit though, he was 100% correct on the zm moves two years ago and the changes in bonus stucture.
Lumber Man

Florence, SC

#6 Nov 7, 2012
Receiving Manager Position gone as well. Info came from a ASM here at the store that has home office contacts.
Devils Fan

United States

#7 Nov 7, 2012
Also heard all males must have circumcized penises. If not you're basically fired and given a week to get the snip and rehired at lowered level. Also heard the OP will be the one inspecting the penises.
Devils Fan

United States

#8 Nov 7, 2012
Larry wrote:
Thats from my buddy, Corporate Ken on
www.lowesemployees.com .
"Lowes will be going through some more changes in 2013. District manager and store managers will find out more by the end of the year with implementation beginning when the new fiscal year starts in February.
Ken does work at corporate, but is kind of a blowhard. Got to give him credit though, he was 100% correct on the zm moves two years ago and the changes in bonus stucture.
How hard does he blow? You two butt buddies?
lowes243

Mooresville, NC

#9 Nov 7, 2012
How many asm positions r going away
DMxMD

United States

#10 Nov 7, 2012
lowes243 wrote:
How many asm positions r going away
And who in theory would run the store? A SM and one ASM can not possibly run the place. The store couldn't even run with 3 ASMs and axe the HR too. Not without promoting two or three DMs to be hourly MODs. Even in a business like target, where staffing is cut to skeleton crews, in the lowest volume stores they have the SM, a logistics ASM, sales floor ASM, and HR ASM with 3 senior team leaders (hourly ASMs). This is just a sick joke. If they were really going to make big changes to streamline things, why wouldn't they start with all the non-essentials first like HR, all the redundant area managers, LP, cut inventories to once a year and axe area inventory mgrs, reduce the number of DMs, etc?? There is no sane reason that they would start there.
nedm

Pembroke, MA

#11 Nov 7, 2012
"A SM and one ASM can not possibly run the place."

Why not? If you had them at 60 hours a piece. Heck who is to say that department managers might go salary? If that happened there'd be ample hours all over the place. It could easily get to a point where all forms of management are salary and everyone else is part time hourly.

"The store couldn't even run with 3 ASMs and axe the HR too."

There are some low budgeted stores (17 million and lower) that had two zm's back in the day. Factor the asm change and I'd be they might be down to 3 ASM's by now.

"This is just a sick joke. If they were really going to make big changes to streamline things, why wouldn't they start with all the non-essentials first like HR, all the redundant area managers, LP, cut inventories to once a year and axe area inventory mgrs, reduce the number of DMs, etc?? There is no sane reason that they would start there."

Um..hmm. Well inventories in my market ARE once a year. They recently demoted a SM to ASM because he failed inventory pretty bad so they had it again after six months and still didn't pass. Inventory has been once a year around these parts for quite awhile. I know people that have worked in a superwalmart and they informed me that their inventory is only once a year. Given the lower number of sku's and the fact that lowes actually closes I don't see why they would need to run inventory 2x a year. If it is a higher volume and a higher LP level sure but outside of that...
Drama

Cornelius, NC

#12 Nov 7, 2012
Don't hold your breath about the PSA thing. They have added an entire floor at the Corporate office for this department alone. Plus who else would hold the DM hands when they are trying to figure out a planogram or set a bay.

Since: Oct 11

Location hidden

#13 Nov 7, 2012
DMxMD wrote:
<quoted text>
And who in theory would run the store? A SM and one ASM can not possibly run the place. The store couldn't even run with 3 ASMs and axe the HR too. Not without promoting two or three DMs to be hourly MODs. Even in a business like target, where staffing is cut to skeleton crews, in the lowest volume stores they have the SM, a logistics ASM, sales floor ASM, and HR ASM with 3 senior team leaders (hourly ASMs). This is just a sick joke. If they were really going to make big changes to streamline things, why wouldn't they start with all the non-essentials first like HR, all the redundant area managers, LP, cut inventories to once a year and axe area inventory mgrs, reduce the number of DMs, etc?? There is no sane reason that they would start there.
The only way you could run with less ASM's would be to redefine their jobs. We don't see them or the SM now...maybe it wouldn't make a difference.

If you require ASM's to work 60 hours a week you are hurting them and their family life. Studies have shown that productivity decreases with more than 50 hours a week. To do this would be wrong and unfair to them.

Maybe, if we can get rid of the redundant and useless activities that they seem to do we could get more productivity out of them. That is where I would start-let's look at their tasks and ask this question, "what would happen if we eliminated this task?" In my last mfg job we had a manager out for 6 months-he generated a report but since he was gone no one generated the report-turns out, no one missed it. It was a task "we'd ALWAYS" done but turns out it was not necessary to the success of the company. There were lots of things like this that went away because we "challenged" the validity of the activity. I don't think that would happen at Lowes because management doesn't think, I mean, think like that. They just do what corporate tells them.

I would also re-institute team leads and have them do some of the day to day managing of the dept. Right now we do not see our DM-he is too busy managing another dept that is constantly short of help. You could have a team lead be the point person that would be in charge when other management is absent. I would make them a working lead but they would ensure tasks are done. Right now there is no one to make some decisions-things pile up or don't get done.

This is a plus for the company-it is a training ground for future DM which would make sense.
nedm

Pembroke, MA

#14 Nov 7, 2012
Here's a bit. In Mass price audits are still kinda forced due to state laws. The nuts and bolts isle has a ton of stuff. Corporate stated it expected the department to be 50% done while the sm told me 90%+..which meant more time to do something that frankly didn't add much.

I'm sure there is a tendency of management to do more than what corporate asks to get brownie points from their boss. So when you think about it if each level does this then technically employees are doing much more than what corporate wants them to do. For example corporate wants salary at at least 48 hours. The old district manager I dealt with wanted them at 53. Whose to say that some other manager might wanted 58 or 63!

Here's another example. Years ago there was a vendor for books and magazines. Yet IRP was scanned with them included. For a few years I put the books out and they never said there was a vendor for this. Had they, more would have been done.

The company should have a much greater emphasis of scheduling labor for when products come in. That way it minimizes the time it gets to the selling floor and thus should not be discounted as fast as what it is.

Lowes is not the government. With government you have to deal with the local, county, state and federal regulations. The check is cut by the company, not the store, district or region. If management wants to try different styles that's fine to reach employees. But if they all try to raise standards to impress others then that's wrong and not helpful in the long run.
NewBee

United States

#15 Nov 8, 2012
Changes will have to come.
Because it as it stands, department managers do not have time to complete all that is ask of them and work the sales floor.
It will come in the form of department managers stepping up as managers or moving out or down at which time the remaining will be salaried and cover more than 1 department and will get more csa's (part timers)
And all team members will learn how to work all cutting stations, do details in any department, complete a pse lead, sign up and register a MyLowes, complete a credit app and operate all power equipment or be gone.
The upcoming economy along with the health care plan going into effect is going to make this mandatory to keep the doors open.
So the choices are get on board or get out
Devils Fan

Charlotte, NC

#16 Nov 8, 2012
Other than Pedro and a few others on this board it isn't a wonder this company is done. Some douche comes on here and states something and all believes it. Really? I heard if you allow snowballing during your yearly review you'll get an additional 3% raise.
Jim Cramer Alvarez

Schnecksville, PA

#17 Nov 8, 2012
Buzzr wrote:
I Along with a lot fellow lowes employee's feel fear now during this time of year. What does the corporate office have in mind for change. Will people be eliminated like last year? Will we have changes for 2012 in store management structure? A lot of uncertainty and fear across the company but I myself hope and pray that my fellow employee's across the country will continue to have employment for as long as they wish to be with the company.
It's gonna get ugly. When Niblock lays off 65% of the ASMs, how will Wall Street react?
Jim Cramer Alvarez

Schnecksville, PA

#18 Nov 8, 2012
Drama wrote:
Don't hold your breath about the PSA thing. They have added an entire floor at the Corporate office for this department alone. Plus who else would hold the DM hands when they are trying to figure out a planogram or set a bay.
In Niblock World, that means nothing. Anything can happen.
DMxMD

Kansas City, MO

#19 Nov 8, 2012
We were all assembled for a meeting today after our SM returned from the district/regional meeting. Any ASM on their day off was asked to come in. It was explained that some early reporting is coming back from the EOS as a company that management structure and roles are confused and vague. The said that they are not changing anything, but are clarifying and more clearly defining roles for both DMs and ASMs.

The beginning of the message was that corp is finding a large number of ASMs still have tunnel vision on their respective zones left over from the old ZM days and when managers had a more defined specialty. They are attempting to address this with the rotation program (further proof that ASMs are not going away) but its taking longer to reprogram some of the older ones than anticipated. The point is, they want us to be more concerned with how the building is running and less with our zones. We need to be concentrating on the big picture and developing our team to take care of the task management. Basically they were saying the days of the ASMs in the building being on power equipment or working out in outside lawn and garden, etc are over. They want us aware of everything going on in the building and being what the store manager used to be as far as authority. They actually used the phrase "does the team perk up and get nervous when you walk into the department?" Meaning, are we respected and holding people accountable enough that they are performing at 100%, and even more importantly, are they still performing at 100 when we aren't watching? And how do we know? This was the Segway into the conversation on department managers.

As a company they have decided that out of an average 10 DMs per store, 1 is promotable immediately or within 6 months. 2 are promotable if developed within one year. 3 are good fits for the current and revised DM role, and with coaching and development would be good DMs, and the remaining 4 are typically convenience hires (best of what applied but below average) or very good hard workers that we promoted because of their skill at tasking, but poor managers of others.

I going to break in and say we had a short ah ha moment here, because that number game happened to mirror our succession planning we had done a while back pretty closely. It would be interesting to hear how others see their DM development.

The revised role is asking that DMs take ownership of their department, specialists and CSAs. They own the tasking management, sales culture, and training and development of their associates. It's not adding anything to their plate, it's simply asking the to be leaders and not just one of the guys in the department making a few extra dollars an hour. Basically tying this back into the previous comment about do the employees perk up and get nervous when we walk in. Do the employees do the same when their DM walks in? The answer across the company is a resounding no from all levels. DMs are not seen as leaders by themselves or their employees. That's what we are going to try and change.

We laid out a few basics that some stores have already been doing like having DMs complete schedule edits on paper and turn them in two us to key into the system, and having them do SSPT observations. They challenged us to (after development for a while) allow them freedom with verbal coachings, involve them in the delivery of initial counselings and generally do what is necessary to make the DM the first stop for an employee, basically actually defining them as a layer of management. They said they knew this would take time, to get DMs trained to be leaders, but that that's the goal. They said they were getting tired of paying DMs 16, 17, 18 bucks an hour to not do anything more than a good CSA or specialist. They need to be the best of the best, not the best of who applied because they shouldn't have to hire from outside the company for ASMs we should be developing those future ASMs in our stores.
DMxMD

Kansas City, MO

#20 Nov 8, 2012
What I took from this is that the changes they have in mind are not what people were afraid of. They aren't axing ASMs because they're basically saying DMs aren't ready for the role we want them to perform as DMs, let alone if there was no layer between them and the SM. we need to make them proficient leaders of their piece of the business and we as ASMs are there to run the store. With so much talk about spending time, money, and resources changing roles, perceptions, and developing DMs and ASMs, there is no chance they are eliminating either role. I would only guess, but wouldn't you think if something was going away and they knew it, that they wouldn't be concentrating on it that much? If anything the distinct lack of mentioning the HRM role and its supposed leadership n the building leads me to believe even more that we may not be changing a leadership structure, but solidifying our current one so that we can function without a HRM to lead the people function. As ASMs we are being expected to manage the store and people aspect more and more, and they are asking us to offload the perceived responsibility for the tasks in one "zone" or department to the DMs. The SMs are being asked ego develop us more in this way and to basically be there for escalations and when we need help (like the HRM is supposed to be). This will be an interesting start for 2013. All I can advise for anyone is do is save money just in case. You never know. I've got my 6 month living expense egg in a CD.

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