2013 Lowe's Store Staffing Changes
DMxMD

Mooresville, NC

#203 Dec 29, 2012
:)
Jerk Busters

Orlando, FL

#204 Dec 30, 2012
DMxMD wrote:
:)
You are still a problem and I am so glad I don't work with you.
MPDME

Gadsden, AL

#205 Dec 30, 2012
Hearing lot of rumors about changing DLPM back to salary??? Maybe ASM for Safety and LP with FSA, PSA and Receiving as direct reports.
inside edition

United States

#206 Dec 30, 2012
Pedro Rodriquez wrote:
<quoted text>
Most jobs are not hard IF properly trained. Lowes expect us to know everything in the store but we are to get the knowledge by being in the building-mind reading. There is no cross training-we have people in (tools, DM's ASM's) who do not know how to re-key locks, cut blinds, thread pipe etc. There is no teamwork-one learns very quickly there is no reward for teamwork and it is not practiced by management or between depts. One hunkers down, does their job and goes home. Corporate doesn't care about us or our families-that is proven by our schedules--no set schedule-as soon as you have something planned you find your schedule has changed. Example-close one day and open the next (not just hourlies but also management) then mid, closes etc. No consistency in schedules-we are the slave to make the money for corporate-I get that our job is to make money for the store but we don't get any respect for doing that. We are treated worse than customers, we are treated like children with controlling parents who look for the negative rather than the positive. You want people negative-treat them negatively, without respect, like they are idiots. Look for the gold in people rather than the dirt and you will be pleasantly surprised how much gold people have.
Pedro my friend...You rock! I've said this b4. I know you don't work at store #265 in Columbus Ohio...but...we feel the same way you do. Irresponsible managers passing blame to associates to cover their behinds..then playing dumb if sm asks their side of the story.Most of us here are treated like idiots. And please..do not go to HR because his door leads right back to SM. They all are C/A and will take anyone down in the process.

Since: Dec 12

Location hidden

#207 Dec 30, 2012
MPDME wrote:
Hearing lot of rumors about changing DLPM back to salary??? Maybe ASM for Safety and LP with FSA, PSA and Receiving as direct reports.
That was only something proposed by a DMLP on connections shortly after the change. There is no reason they would do that. Most businesses have hourly LP. I would bet eventually you'll see the new hires go to 40 hrs or be hired in at a lower rate to make up for the OT. The only way for them to have a salaried LPM would be in ultra high volume stores with a LPM and two LPS's so they supervise the correct number of people, but even then, they don't make the hiring/firing decisions necessary to be classified as exempt.
fascinating DMXMD

Mooresville, NC

#208 Dec 31, 2012
You have no clue and your speculations are just that...you are the next in line for posts after NEDM, take a break, you are dillusional.
Hard worker

Rochester, NY

#209 Dec 31, 2012
DMxMD wrote:
<quoted text>
That was only something proposed by a DMLP on connections shortly after the change. There is no reason they would do that. Most businesses have hourly LP. I would bet eventually you'll see the new hires go to 40 hrs or be hired in at a lower rate to make up for the OT. The only way for them to have a salaried LPM would be in ultra high volume stores with a LPM and two LPS's so they supervise the correct number of people, but even then, they don't make the hiring/firing decisions necessary to be classified as exempt.
Well DMxMD why are you salaried then you don't hire or fire anyone . The store manager has the final say on who gets hired . As for a ASM firing someone it won't happen without area HR approval first . You do interviews and recommend people you think might be a good fit to the store .
DMxMD

Laredo, TX

#210 Dec 31, 2012
You can argue with me, but not with the FLSA. There are. A LOT of rules that decide what makes someone salaried or not. Just some of them are:

Direct supervision of at least two full time employees or the part time equivalent

Person must have authority to discipline, hire, terminate, or their recommendations must be given "particular weight" in the decision.

Person must spend at least 51% of their time supervising the work of others, not doing that work themselves.

A LPM that couldn't watch the cameras or do an internal investigation wouldn't be very helpful. Giving them the FSA would make them fall under the store pyramid not the LP one, and would be counterproductive to their mission. Then they become the go to guy every time a breaker is flipped somewhere and the FSA isn't in. As for giving then the PSAs, I think any PSDM would be pretty offended. Why would the company blanket promote all DMLPs but not PSDMs? Is there any evidence at all that DMLPs would be proficient at the ASM level? Again, how would that be fair? There would be no reason to add responsibilities and change the role of the LPM simply to achieve an exempt classification. One, they already have the 48 hrs they want out of them. And two, to be classified as exempt the DMLP role would have to change so much that it wouldn't even be the same job. There's no reason to exert that much time and effort to make those changes as a company when it's great the way it is with hourly DMLPs and salaried ALPMs.

If you can list a benefit to classifying DMLPs as exempt besides "making them feel more important" then I would be interested to hear it.
loweslife

Dallas, TX

#211 Dec 31, 2012
@Hard Worker.....your statement is wrong sir, myself and the other ASM's in my store make all the hiring decisions from Specialist down. Not all stores probably work this way, but with a quality management staff it should!
nedm

Pembroke, MA

#212 Dec 31, 2012
hardworker I think that might depend. Certainly a ASM can write someone up and when you think about it if a number of ASM's write up an employee for the same actions chances are the SM would trust it and fire the person. For the SM to be the only eyes and ears simply would not work just as if someone is accused of stealing chances are LP would be involved.

So it's kinda halfish. Certainly there can be some input in the hiring process as well.
drfabs

South San Francisco, CA

#213 Dec 31, 2012
I think Lowe's is just a sad place to work and all the strife expressed on this site confirms it. I worked for Them for 9 years as an Appliance Specialist and quit when I no longer got spiffs. It was worth putting up with the incompetency of management with the income I had there with the spiffs. Without that income it wasn't worth working in a place where the managers were so young, uneducated, and had no idea about how to run a store. I recommend that all if you seek employment elsewhere where you can gain some marketable skills.
spot on

Mooresville, NC

#214 Jan 1, 2013
Yep, there is nothing good about this job, most of the managers at our store could not fight a way out of a paper bag...but you can be a manager just by applying and "getting the answers right" in an interview? Bizarre. Too bad I need this job and there are no others around. I'm doing my time for retirement, biting my lips, not saying a word.
How in the world some of the people in this store get through a day in real life is beyond my comprehension.

Well...Happy New Year.
i Are smart

Mooresville, NC

#215 Jan 1, 2013
drfabs wrote:
I think Lowe's is just a sad place to work and all the strife expressed on this site confirms it. I worked for Them for 9 years as an Appliance Specialist and quit when I no longer got spiffs. It was worth putting up with the incompetency of management with the income I had there with the spiffs. Without that income it wasn't worth working in a place where the managers were so young, uneducated, and had no idea about how to run a store. I recommend that all if you seek employment elsewhere where you can gain some marketable skills.
Talk about uneducated... let me break out the red pen for all the mistakes in your last post! lol.
i Are smart

Mooresville, NC

#216 Jan 1, 2013
spot on wrote:
Yep, there is nothing good about this job, most of the managers at our store could not fight a way out of a paper bag...but you can be a manager just by applying and "getting the answers right" in an interview? Bizarre. Too bad I need this job and there are no others around. I'm doing my time for retirement, biting my lips, not saying a word.
How in the world some of the people in this store get through a day in real life is beyond my comprehension.
Well...Happy New Year.
Biting your lips? Maybe you're just upset because your answers were not "right" enough to become a manager. lol!!

Since: Oct 11

Location hidden

#217 Jan 1, 2013
i Are smart wrote:
<quoted text>
Biting your lips? Maybe you're just upset because your answers were not "right" enough to become a manager. lol!!
You have to give "LOWES" approved answers. You can come in with management experience up the ying yang and not answer the questions right and not get the job. Interviewers won't deviate from the interview questions wit followup questions to probe. It is bizarre....tell me the "approved" answers to the approved questions.

Since: Dec 12

Location hidden

#218 Jan 1, 2013
I don't follow. Are you saying just because one has 10 years of experience that that should automatically make them more qualified than someone with 7, 5, or even 1, if the person's experience, vision, and goals are not what the company is looking for from a leader? Of course we want to hear certain responses from an interview. Otherwise why have one? It's not just a get to know you, and here's the job because you had the longest resume. We're looking to see if people fit the culture and have the leadership style we expect. I have known a lot of people over the years that although experienced, I would never recommend for hire at lowes. He'll, my last SM at my previous company should never have been promoted and after a year and a half quit. She could apply at my store as a head cashier and wouldn't get my approval, because her leadership style was terrible in my opinion. Therefore, when she answered questions in an interview, I would hope we are listening and realize that she wouldn't be a good fit.

Lowes promotes so much from within that it really does do a good job of giving most people that would be successful in the job a chance. Often the ones that are upset about not getting a promotion weren't chosen for a legitimate reason. Also, the ability within lowes to transfer or promote to different stores so easily makes it so much easier to promote without any bias from the interviewer. If you feel your supervisor doesn't like you, apply at other stores. Believe me, in 90% of cases we aren't going to go out of our way to talk to the other store, even if you suck. And in most cases ive seen these days the HRs aren't even asking. They just call and give a heads up to the Other HR that they will be scheduling an interview, and many times don't even do that.
drfabs

Fair Oaks, CA

#219 Jan 1, 2013
i Are smart wrote:
<quoted text>Talk about uneducated... let me break out the red pen for all the mistakes in your last post! lol.
Good luck on your Department Manager Trainee interview! Oh, and don't forget to brush your tooth.

Since: Oct 11

Location hidden

#220 Jan 1, 2013
DM-you missed my point I think. Many interviewers don't know how to effectively interview applicants and don't like to do it-I have been interviewed hundreds of times in my career. They have their list of questions which they ask but don't ask followup questions for more clarification.

Example-I used to own a food business-hiring HS kids-1 of my questions was, "Do you clean at home?" Do you wash dishes". After hiring an individual and asking where the suds were in the sink and his response was-"are you supposed to add soap?" I realized I needed to change my questions. I started asking followup questions like-"when you clean at home what does that entail"? When you say you wash dishes-how do you do this?" You say you clean the bathroom-tell me your process." etc. Depending on the answer,I might ask more follow up questions to better understand the applicant. It is my job as an interviewer to ask questions that help both in the process. Many interviews are almost structured to see "why" they should not hire you.

I have seen people at Lowes promoted to managers that have no clue what it means to be a manager but they must of answered the questions right. They don't have the experience or skills. Now, it is one thing to hire a newbie and then mentor them, but I do not see that process at Lowes-they hire you, send you through hours of computer training and off to the floor they go-no mentor, no help. Lowes employees have the philosophy-"I learned it by wandering around on my own, so can you."

One can gauge how effective an interviewer is by the turnover rate at the store. Our turnover rate is really high and costly.

Our SM understands Lowes and retail but his communication skills really suck. He intimidates people by his nervous laugh when talking to him.

Since: Nov 12

Location hidden

#221 Jan 1, 2013
Pedro Rodriquez wrote:
DM-you missed my point I think. Many interviewers don't know how to effectively interview applicants and don't like to do it-I have been interviewed hundreds of times in my career. They have their list of questions which they ask but don't ask followup questions for more clarification.
Example-I used to own a food business-hiring HS kids-1 of my questions was, "Do you clean at home?" Do you wash dishes". After hiring an individual and asking where the suds were in the sink and his response was-"are you supposed to add soap?" I realized I needed to change my questions. I started asking followup questions like-"when you clean at home what does that entail"? When you say you wash dishes-how do you do this?" You say you clean the bathroom-tell me your process." etc. Depending on the answer,I might ask more follow up questions to better understand the applicant. It is my job as an interviewer to ask questions that help both in the process. Many interviews are almost structured to see "why" they should not hire you.
I have seen people at Lowes promoted to managers that have no clue what it means to be a manager but they must of answered the questions right. They don't have the experience or skills. Now, it is one thing to hire a newbie and then mentor them, but I do not see that process at Lowes-they hire you, send you through hours of computer training and off to the floor they go-no mentor, no help. Lowes employees have the philosophy-"I learned it by wandering around on my own, so can you."
One can gauge how effective an interviewer is by the turnover rate at the store. Our turnover rate is really high and costly.
Our SM understands Lowes and retail but his communication skills really suck. He intimidates people by his nervous laugh when talking to him.
FYI, on your next interview don't mention you've been interviewed hundreds of times.
spot on

Mooresville, NC

#222 Jan 1, 2013
This job is the last stop on the "tour of work duty", no need to be a manager, been there, done that, I'm quite happy in this position until the big day. Enjoying the holiday and vacation time and 401K ... so biting the lip is the way to go. Upset? Hardly.

Certainly don't spend time proof reading posts here claiming to be "I are smart" ... and making fun of people, that can be your claim to fame.

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