2013 Lowe's Store Staffing Changes
Just Plain Alvarez

Schnecksville, PA

#21 Nov 9, 2012
DMxMD wrote:
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.
Good advice.

Remember you are working for a company where the executives quote a study that says Lowe's won't be around in four years.

Go look at the insider selling on LOW, that tells you all you need to know.

Besides, Lowe's is doing a CEO search as we speak. So whatever is the latest Lowe's program du jour, it really doesn't matter. The new CEO and management team will revamp everything you are doing right now.

http://www.homechannelnews.com/article/lowe%E...
Just Plain Alvarez

Schnecksville, PA

#22 Nov 9, 2012
DMxMD wrote:
You're never safe anywhere 100%. That's why saving for a rainy day is so important.
Finally this Walmart kid has something intelligent to say! I guess I can finally take him off my list.
MuffDiverPam

Lakeland, FL

#23 Nov 9, 2012
Wow how prolific Mr. DmXr,,,,,,,,,,same old fluffy bullshit,,,,,nothing will change,,,,,,blah blah blah...With the awful staffing levels all the Dm's have time for is to be a glorified CSA.....LEF...........Keep Sinking................
Richard Simmons Alvarez

Schnecksville, PA

#24 Nov 9, 2012
wenotme wrote:
Aw shit, now Nibby took the lifetrack reward points away. Come on Bob, GIVE IT A REST for christsakes!
I don't know about you, but every time some joker points me out as I walk through an airport wearing extra-small Dolfin shorts, a tank top and leg warmers, I get a little upset.
nedm

Pembroke, MA

#25 Nov 9, 2012
"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."

I agree. I'd also add this. How many employees in a store don't have a power equipment license or are afraid to operate it? I can understand that not all equipment is used in all departments. A forklift operator is needed in lumber nearly all the time but pointless in home decor.

Should being a dept manager be contingent on having at least one license or should it be mostly csa's?

Since: Oct 11

Location hidden

#26 Nov 9, 2012
If you have DM's or ASM's not performing to your standard, it is the fault of management-lack or poor training, poor training procedures, too few DM's, or poor management above them.

In our store they went from 6 DM's to 4-1 in lumber, millwork, Pro sales, tools and hadware, 1-flooring, appliances, cabinets, Home decor and paint,1 in electrical/plumbing, 1 in OSLG. The one in lumber never leaves lumber-they are always short help--10 lbs of work with 5 lbs of labor--they are totally frustrated. Thankfully they have good help in tools and hardware. The flooring DM-new to the store-doesn't want the job and is worthless. Spends his time talking, walking around, checking his cell phone. The electrical DM-a dictator who tries to "delegate" everything-knows little about plumbing/electrical. Alienates the employees by riding them unmercifully and looking for reasons to write them up.

None of these DM's are doing what DMxMD talks about but it goes back to the age old problem at our store-poor/lack of training and poor ASM's & SM who do not invest time in their people. I see the same things DMXMD seees and at best these people are team leads-they are glorified CSA's or possibly specialists. Now, the staffing is a real issue-people calling in, high turnover--who would want to be a DM with the culture in the store? Who could succeed? They are setting the DM's up for failure by not providing good, qualified help and not having a system in place to adequately train. Lastly-if one calls for help from an ASM-they do their best to deflect the request-they don't show up or if they do it is far too late, they are either too busy doing the busywork that corp. expects or just plain hiding out. But, what does one expect when the SM is the same way-he is not a manager-he doesn't appear to know what is going on and if he does he is ignoring the problems (unless he might get in trouble), it doesn't appear he holds people accountable etc.

You want change-it starts at the top-staffing, training and good management.
DMxMD

United States

#27 Nov 9, 2012
Pedro Rodriquez wrote:
If you have DM's or ASM's not performing to your standard, it is the fault of management-lack or poor training, poor training procedures, too few DM's, or poor management above them.
In our store they went from 6 DM's to 4-1 in lumber, millwork, Pro sales, tools and hadware, 1-flooring, appliances, cabinets, Home decor and paint,1 in electrical/plumbing, 1 in OSLG. The one in lumber never leaves lumber-they are always short help--10 lbs of work with 5 lbs of labor--they are totally frustrated. Thankfully they have good help in tools and hardware. The flooring DM-new to the store-doesn't want the job and is worthless. Spends his time talking, walking around, checking his cell phone. The electrical DM-a dictator who tries to "delegate" everything-knows little about plumbing/electrical. Alienates the employees by riding them unmercifully and looking for reasons to write them up.
None of these DM's are doing what DMxMD talks about but it goes back to the age old problem at our store-poor/lack of training and poor ASM's & SM who do not invest time in their people. I see the same things DMXMD seees and at best these people are team leads-they are glorified CSA's or possibly specialists. Now, the staffing is a real issue-people calling in, high turnover--who would want to be a DM with the culture in the store? Who could succeed? They are setting the DM's up for failure by not providing good, qualified help and not having a system in place to adequately train. Lastly-if one calls for help from an ASM-they do their best to deflect the request-they don't show up or if they do it is far too late, they are either too busy doing the busywork that corp. expects or just plain hiding out. But, what does one expect when the SM is the same way-he is not a manager-he doesn't appear to know what is going on and if he does he is ignoring the problems (unless he might get in trouble), it doesn't appear he holds people accountable etc.
You want change-it starts at the top-staffing, training and good management.
In that ASMs defense, I get about 20 calls a day from people that have absolutely no reason to call me except they don't want to use basic resources to answer a customer question. Even as an ASM, I am not a master of every trade in the building. If I was, I'd be a rich contractor somewhere. My favorites are the

"hey, are you available to help someone at the lighting desk?"

"Um no, I'm under the trailer right now changing a pin lock, have two customers at the service desk, delivery is waiting to be checked out, the lumber guys are waiting for the gate to be unlocked, and I need to get my notes together for the morning meeting in 5 minutes."

"Oh, we'll what should I do I have another customer?"

"There are 4 DMs here this morning and over 30 people on the schedule..."

"We'll your number is the only one I knew."

"Did you try paging a code 3 or by name?"

"Oh thanks, that's a good idea! Oh wait, here's so and so now *click*"

I mean its numerous at times. Just part of the job.

Since: Oct 11

Location hidden

#28 Nov 9, 2012
DMxMD wrote:
<quoted text>
In that ASMs defense, I get about 20 calls a day from people that have absolutely no reason to call me except they don't want to use basic resources to answer a customer question. Even as an ASM, I am not a master of every trade in the building. If I was, I'd be a rich contractor somewhere. My favorites are the
"hey, are you available to help someone at the lighting desk?"
"Um no, I'm under the trailer right now changing a pin lock, have two customers at the service desk, delivery is waiting to be checked out, the lumber guys are waiting for the gate to be unlocked, and I need to get my notes together for the morning meeting in 5 minutes."
"Oh, we'll what should I do I have another customer?"
"There are 4 DMs here this morning and over 30 people on the schedule..."
"We'll your number is the only one I knew."
"Did you try paging a code 3 or by name?"
"Oh thanks, that's a good idea! Oh wait, here's so and so now *click*"
I mean its numerous at times. Just part of the job.
Those are understandable reasons and if explained that way and you give them alternatives (call....) that is acceptable. What is not acceptable is to be in the ASM office and or talking and refusing to help. Another pet peeve of delivery drivers who are stuck waiting at the back door for a ASM to let them in. They will upwards to 1/2 hour--why not ask a DM to let them in since DM's are now carrying keys or, ask the drivers to walk around to the front door-(if the weather isn't bad). Nothing wrong with saying I am tied up and will get there in about XXX minutes or, please call so and so or you, the ASM call someone to help as you will have more clout than an hourly on the floor.
DMxMD

United States

#29 Nov 9, 2012
Pedro Rodriquez wrote:
<quoted text>
Those are understandable reasons and if explained that way and you give them alternatives (call....) that is acceptable. What is not acceptable is to be in the ASM office and or talking and refusing to help. Another pet peeve of delivery drivers who are stuck waiting at the back door for a ASM to let them in. They will upwards to 1/2 hour--why not ask a DM to let them in since DM's are now carrying keys or, ask the drivers to walk around to the front door-(if the weather isn't bad). Nothing wrong with saying I am tied up and will get there in about XXX minutes or, please call so and so or you, the ASM call someone to help as you will have more clout than an hourly on the floor.
The DM key does not work receiving or anything else inside the building. As a DM, my key would open the front doors, oslg gate, and the #8 best locks on power equipment, but would not open the janitors closet or even the propane exchange cage. It's kind of silly. We got keys, but they did things you don't need to do like open the front door when you don't have an alarm code, and didn't do things you needed them to like open the compactor. It was a waste of time getting them back then.
nedm

Pembroke, MA

#30 Nov 9, 2012
Corporate can kinda blame asm's for not training/coaching dm's but they did this themselves when they eliminated most of the training programs.

There's nothing wrong with any employer tying a promotion to completing a form of a battery test or training program.

Bring back mtp and even emtp and this should change.

In most states with high school there's some sort of test to pass to graduate. If they gutted that sure more would graduate but the quality of the school itself would go down.

I agree that locking things up eventually makes no sense. Ladders were often left in the generator cage (don't ask me why). I had to wait a half hour for a zm to get the key to meet me there. Later it was thought to simply top stock them in lumber making it much easier.
Devils Fan

Asheboro, NC

#31 Nov 9, 2012
DMxMD wrote:
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.
I hope that 6 month CD is just part of a rainy day package. You should have triple that. Six months will go by in no time!
DMxMD

United States

#32 Nov 9, 2012
Devils Fan wrote:
<quoted text> I hope that 6 month CD is just part of a rainy day package. You should have triple that. Six months will go by in no time!
Well, without getting into details of my entire investment portfolio, lets just say 6 months is more than most have. When I left Walmart Walmart about 2.5 years ago I also cashed out the company discount stock program I had been investing into and bought APPL. I did allright.
nedm

Pembroke, MA

#33 Nov 9, 2012
Not to get into technology but if you have apple I'd advise to probably hold if not sell. They made a serious combination of mistakes, not exactly Job's fault but here they are

1) they had a great product called final cut pro. This video production software is to notch, hell they used it to make Avatar. Well they released final cut pro x. Pro x does not allow older videos to be used. Professional developers with a good decade of material and at least 10k in equipment were set back to square one. Pro x is good but is an updated imovie...users are going with Avid or Premier now

2) the ipad is great but it stands out less now. The percentage of the market was 90% a few years ago..now it is 50%. There's a huge tablet war breaking out between amazon, apple, rim, microsoft, asus, google and maybe even bestbuy. Android apps five years ago were a joke vs apple. Now they aren't.

3) Too many products. Every decade has a company that finds this out the hard way. In the 80s it was Atari, in the 90's it was Sega and in 2000's was GM. In each case they had so many products that they competed with one another. The ipad mini and itouch are starting to do that.

For stocks I'd recommend tractor supply, google, general mills, colgate palmolive (near all time high), ibm (same thing), darden resturants (same thing). I like amazon but it is too high, wait for a drop to 160 maybe 180.
Dr Drew Alvarez

Schnecksville, PA

#34 Nov 9, 2012
from:

http://lowesemployees.com/lowes-message-board...

More store manager restructure in 2013. Will know more by begining of December. Take it for what its worth. Most stores, if not there already will be down to two ASM's, store manager and key carrying department managers. Very few exceptions unless you are a high volume store-say doing 40+ million a year. This shouldnt be news to anyone as all the stores in my district are at 2 or 3 ASMs now.

Sales specialists to sales lead? Possible, but not a done deal yet. Commissions gone though.

HR manager? probably gone or you will have HR manager for 2-3 stores depending on volume. Smaller markets could go the Depot way and have only 1 HR per district.

New store opening? 0-10. Wow has lowes come a long way since opening 60-80 stores a year, but the market is not calling for it and that really is a good sign when you think about it.

New format for late 2013-2014 is the "super hardware store". 60,000 square foot hardware store, limited lumber, building supplies and garden. Focus on small-medium markets that cant support a 110,000 square foot store.

Thats all for now. Back to work I go.
DMxMD

Kansas City, MO

#35 Nov 10, 2012
That post is from a current ASM-Admin. So, basically just as true as any prediction I spout off.

When he says 3 ASMs he means that AND the admin. Unless you are a >$35M store you're already at that structure.

The super hardware store format could be interesting. Directly challenging the ace and hardware stores with a better distribution system could work.
Nedm Alvarez

Mooresville, NC

#36 Nov 10, 2012
nedm wrote:
"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...
You're a freaking idiot! You'll say anything just to start a meaningless debate!
captain_morgan02

Indian Trail, NC

#37 Nov 10, 2012
nedm wrote:
"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."

I agree. I'd also add this. How many employees in a store don't have a power equipment license or are afraid to operate it? I can understand that not all equipment is used in all departments. A forklift operator is needed in lumber nearly all the time but pointless in home decor.

Should being a dept manager be contingent on having at least one license or should it be mostly csa's?
There is no reason that everyone shouldn't be licensed.
Nedm Alvarez

Mooresville, NC

#38 Nov 11, 2012
nedm wrote:
Corporate can kinda blame asm's for not training/coaching dm's but they did this themselves when they eliminated most of the training programs.
There's nothing wrong with any employer tying a promotion to completing a form of a battery test or training program.
Bring back mtp and even emtp and this should change.
In most states with high school there's some sort of test to pass to graduate. If they gutted that sure more would graduate but the quality of the school itself would go down.
I agree that locking things up eventually makes no sense. Ladders were often left in the generator cage (don't ask me why). I had to wait a half hour for a zm to get the key to meet me there. Later it was thought to simply top stock them in lumber making it much easier.


No training program at Lowe's teaches common sense. Blame it on the managers that Billy couldn't figure out how to ask " can I ask which department it pertains to?" when the customer asks for a manager. Everyone assumes they have to find an asm to answer " are you hiring?" or "do you price match?". Dm's should be stepping up and showing that they want the responsibility of the next level. This doesn't apply to all dm's but at least half. And if ALL employees would ask a couple of questions, they would know if the situation really needs an asm or not. That would in turn free them up to offer their help where it's really needed... such as training dm's.... and now we've gone full circle! lol
DMxMD

United States

#39 Nov 11, 2012
Nedm Alvarez wrote:
<quoted text>
No training program at Lowe's teaches common sense. Blame it on the managers that Billy couldn't figure out how to ask " can I ask which department it pertains to?" when the customer asks for a manager. Everyone assumes they have to find an asm to answer " are you hiring?" or "do you price match?". Dm's should be stepping up and showing that they want the responsibility of the next level. This doesn't apply to all dm's but at least half. And if ALL employees would ask a couple of questions, they would know if the situation really needs an asm or not. That would in turn free them up to offer their help where it's really needed... such as training dm's.... and now we've gone full circle! lol
I agree.

It would be great if there were not 12 different Alvarez's on here. It's getting confusing.
Itnerd Alvarez

United States

#40 Nov 11, 2012
Confusing? Just wait until we really screw up the web site! We see what you all think of the IT team on connections.

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
Lowes pilot program in east coast to eliminate ... (Oct '15) 20 hr lulu 1,081
Race for the cup (Aug '13) 22 hr Homer sucks 17
Who do Lowe's Store Managers report to? May 2 Yeah Right 3
Later and Later closings May 2 Betty 2
Robots to replace retail workers at Target May 1 ex customer 5
dm upfront just got the hr job at my store May 1 Betty 4
DUI's (Dec '14) Apr 27 Homer sucks 7
More from around the web