2013 Lowe's Store Staffing Changes
lowely

Fairborn, OH

#61 Dec 9, 2012
speaking from personal experience I have been witness to lowe's cutting positions, and benefits. No more spiffs, no more 10% over cost for sos items, no more lifetrack rewards, hey let's cut hours too, hell while we are at it let's just change the name to Wal-Mart. Oh by the way , thank you Mr. Niblock for the 20% savings that you gave us for the holidays, encouraging us to spend our measley salary in your stores so we can make you even richer. I'm sure your Christmas will be much better than mine as I don't have millions from the Lowe's stock that you just sold...with that said, May God bless & keep you Mr. Niblock.

Since: Oct 11

Location hidden

#62 Dec 9, 2012
DMxMD wrote:
<quoted text>
I'm not talking about who can cut glass or band tile better. I'm talking about running a multi-million dollar business effectively. As a company, we've trained our DMs to be CSA+'s, not MODs. No offense intended, because we do have DMs out there that are ready for the next step, but the overwhelming majority of DMs in the company would not be ready or interested in being a salaried manager.
But you have CSA's & Specialists that have been managers in other Fortune 500 companies that COULD step up to the plate IF given a chance. Problem is that they might be more qualified than the SM or ASM's and therefore would be shut down.

Sorry-there is not anything magical about the ASM's that many people could not do, if given the chance.
Spanish Mike Alvarez

Schnecksville, PA

#63 Dec 10, 2012
I heard DMxMD will be "re-assigned" to running the new pretzel department.

http://images.lancasteronline.com/local_old/2...
DMxMD

Fairfax, VA

#64 Dec 10, 2012
Spanish Mike Alvarez wrote:
I heard DMxMD will be "re-assigned" to running the new pretzel department.
http://images.lancasteronline.com/local_old/2...
As long as they want to pay me, they can assign me to whatever job they want.
Appliance Invoicer Stud

Schnecksville, PA

#65 Dec 10, 2012
DMxMD wrote:
<quoted text>
As long as they want to pay me, they can assign me to whatever job they want.
They will be paying you in pretzels.
ZomBdad

Mooresville, NC

#66 Dec 10, 2012
Pedro Rodriquez wrote:
<quoted text>
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.
The problem with DM's and their current status is that they are responsible for the managing side of the business AND they are always scheduled as coverage for one of the depts they are over. WHen you scheduled as coverage and not to make yourself available to ALL of your depts it leaves a bad taste in your peoples mouths and leaves them thinking "He doesn't care" or "He only cares about that group/dept."
Making DM's salary will aleaviate part of that but they aren't going to replace that lost body. And if they do. Hello part timer. I've been a DM and now a specialist I just don't get it sometimes
Ricky Bobby

Kent, OH

#67 Dec 12, 2012
Eliminating ASM's is the next logical step in the Lowes agenda. That is why responsibilities are being shifted to Dept Managers during 2012. The company will save millions of dollars per year with this change in 2013.

Quite frankly, with the exception of the ADMIN ASM, the ASM's don't contribute much anyway.
Whickerbill

Mooresville, NC

#68 Dec 12, 2012
Ricky Bobby wrote:
Eliminating ASM's is the next logical step in the Lowes agenda. That is why responsibilities are being shifted to Dept Managers during 2012. The company will save millions of dollars per year with this change in 2013.
Quite frankly, with the exception of the ADMIN ASM, the ASM's don't contribute much anyway.
Perhaps corporate has finally realized that there is a manager for every 4 or 5 associates. Talk about overkill and conflicts of interest. At one time, I was in charge of a shop of around 20 people. We didn't need 4 more managers. You do not need a manager for every 5 associates.
nedm

Pembroke, MA

#69 Dec 12, 2012
I kinda agree with zombdad. The old variable overtime was thrown away simply because dm's were not managers for the most part. So by cutting the team leads and cutting down the ASM's, giving all dm's keys it only makes sense to make it salary as they broadened the base of responsibilities.

To argue that everything can get done in 40 hours just doesn't work. Ask around in other industries how long managers usually work and chances are it would be at least 50.

Some tasks cannot be done in a certain time frame and attempting to do so renders it either incomplete or just not safe. This past summer my laptop fan broke (internal one). Well first I figured maybe diy but the videos online assuming you can get it done in 10 minutes..you can't. I took it to a shop and it took them at least a good hour to do it safely.
DMxMD

Independence, MO

#70 Dec 12, 2012
Lowes doesn't want to be the Walmart of home improvement. Lowes wants to be the Target of home improvement. If you listen to the ops talk where they talk about payroll they keep saying the line about the high volume stores subsidizing the payroll of the low volume stores and how they want to change that. I think the DM development is about two things. One, developing a pipeline of people that could be future ASMs, and two, developing them so that they can run larger areas. If you look at all of retail, no one is reducing ASM level positions. They are ALL reducing the number of hourly supervisors in smaller volume stores and reinvesting the payroll in more CSAs for the reduced supervisors to lead though. One SM can not run the financials, the big picture, AND directly supervise 15 DMs. Plus, who would be the future SMs? You can't honestly think you're going to go from running one dept to the whole store right? As I've said before, Target is piloting stores that have NO hourly supervisors, just ASMs. The only way they can do that though is because they don't care about hourly CSA development. They hire ASMs 90% externally and from campus job fairs. My point is, there has never even been a pilot in any business ive ever heard of calling for the elimination of the ASM level, so why on earth would lowes just do something totally unheard of like that with no idea what would happen? That's nuts.
thats a fact jack Alvarez

Schnecksville, PA

#71 Dec 12, 2012
From reliable sources...

Niblock will announce his "retirement" at the 2013 National Sales Meeting to be effective 2014.

The new staffing plan will be implemented after the National Sales Meeting:

1- Store Manager (General Manager)
2- Merhandising Manager
3- Service Manager

Salaried Department Managers that carry keys.

All other staff is hourly. Extra Mgt Trainees for high volume stores.

Embrace the change or take the buyout offer. They choice is yours.
thats a fact jack Alvarez

Schnecksville, PA

#72 Dec 12, 2012
DMxMD wrote:
Lowes doesn't want to be the Walmart of home improvement. Lowes wants to be the Target of home improvement. If you listen to the ops talk where they talk about payroll they keep saying the line about the high volume stores subsidizing the payroll of the low volume stores and how they want to change that. I think the DM development is about two things. One, developing a pipeline of people that could be future ASMs, and two, developing them so that they can run larger areas. If you look at all of retail, no one is reducing ASM level positions. They are ALL reducing the number of hourly supervisors in smaller volume stores and reinvesting the payroll in more CSAs for the reduced supervisors to lead though. One SM can not run the financials, the big picture, AND directly supervise 15 DMs. Plus, who would be the future SMs? You can't honestly think you're going to go from running one dept to the whole store right? As I've said before, Target is piloting stores that have NO hourly supervisors, just ASMs. The only way they can do that though is because they don't care about hourly CSA development. They hire ASMs 90% externally and from campus job fairs. My point is, there has never even been a pilot in any business ive ever heard of calling for the elimination of the ASM level, so why on earth would lowes just do something totally unheard of like that with no idea what would happen? That's nuts.
You might want to trade them $260 dress shoes for a comfortable pair of sneakers, because a newly demoted to Dept. Mgr will need something with more cushion.

Since: Oct 11

Location hidden

#73 Dec 12, 2012
Whickerbill wrote:
<quoted text>
Perhaps corporate has finally realized that there is a manager for every 4 or 5 associates. Talk about overkill and conflicts of interest. At one time, I was in charge of a shop of around 20 people. We didn't need 4 more managers. You do not need a manager for every 5 associates.
Our DM never ventures far from a problem dept--he cannot. Staffing is poor, he is on the forklift putting away freight. He has 5 depts and really doesn't manage any of them...but neither do our ASM's, they're too busy running around checking our IRP's and other counting reports.

Managing a dept should include:
a. Systematic cycle counts-smaller areas with the goal to get through the whole dept within 1 month.

b. Systematic price audits---break the dept up so each month you do the whole dept-you break your area down by 4 sections and plan on getting each section done per week (break that section into 5 smaller sections so you can still do your normal tasks and these.

c. Train your employees-spend time in each of your depts interacting with your employees-get to know their strengths and weaknesses then coach them to improve where they need improving.

d. Manage your headcount/labor-make sure each shift is covered with labor. You should never have 5 people standing at the Lumber desk one day and none the next. If you are short labor ask the other DM or ASM's if they could spare a body--this gives people experience in other areas.

e. Follow-up on things like Zone recovery, and other tasks as assigned. Don't just ASSUME everything will get done. People do what they get measured on.

f. Manage your financials-use the financials and understand a cause and effect. Know the areas that are falling down financially and put together a plan to increase productivity.

Managing takes work, not just wandering around BSing with your favorite employees. The way things are managed it's a wonder the store isn't in worse shape.
SouthStrMgr

Clover, SC

#74 Dec 12, 2012
Ricky Bobby wrote:
Eliminating ASM's is the next logical step in the Lowes agenda. That is why responsibilities are being shifted to Dept Managers during 2012. The company will save millions of dollars per year with this change in 2013.
Quite frankly, with the exception of the ADMIN ASM, the ASM's don't contribute much anyway.
Where do you think all these "New" responsibilities for dept mgrs came from?!
DMxMD

Fairfax, VA

#75 Dec 12, 2012
SouthStrMgr wrote:
<quoted text>
Where do you think all these "New" responsibilities for dept mgrs came from?!
You can not possibly be a Store Manager if you believe any of this crap. DM development and the "new duties" are simply getting DMs to a level they should have always been at. In the past 5 years nearly every major retail chain has moved Department Managers to a non-exempt hourly pay scale. Having 17+ salaried people in a building would mean none of them are meeting the requirements to be considered an exempt "executive" level employee by the FLSA. Do you realize if salaried, 51% or more of your time must be spent directing the work of others, you must directly supervise at least two full time employees or their equivalent, and you must make hiring and termination decisions? It's not happening.

Next, I don't know where Alvarez thinks he's found a reliable source in the appliance department in Pennsylvania, but that is complete BS. Are they just going to stop doing all the Admin tasks that the ASM-Admin does over night? If they were to reduce ASMs at all, it would be done gradually, not in some spectacular fashion like you people are making up. They would reduce by one in the lowest and highest volume stores first where the effect would be felt the least. My store, which is in the middle, could not function effectively with fewer ASMs.

My last point is, any structure plans are usually part if a 5 year plan a business has. Why would they change to the ASM structure in one year, just to change back to a different style in another. This is all just a bunch of crap.
MuffDiverPam

Plant City, FL

#76 Dec 13, 2012
DMxMD wrote:
<quoted text>
You can not possibly be a Store Manager if you believe any of this crap. DM development and the "new duties" are simply getting DMs to a level they should have always been at. In the past 5 years nearly every major retail chain has moved Department Managers to a non-exempt hourly pay scale. Having 17+ salaried people in a building would mean none of them are meeting the requirements to be considered an exempt "executive" level employee by the FLSA. Do you realize if salaried, 51% or more of your time must be spent directing the work of others, you must directly supervise at least two full time employees or their equivalent, and you must make hiring and termination decisions? It's not happening.
Next, I don't know where Alvarez thinks he's found a reliable source in the appliance department in Pennsylvania, but that is complete BS. Are they just going to stop doing all the Admin tasks that the ASM-Admin does over night? If they were to reduce ASMs at all, it would be done gradually, not in some spectacular fashion like you people are making up. They would reduce by one in the lowest and highest volume stores first where the effect would be felt the least. My store, which is in the middle, could not function effectively with fewer ASMs.
My last point is, any structure plans are usually part if a 5 year plan a business has. Why would they change to the ASM structure in one year, just to change back to a different style in another. This is all just a bunch of crap.
You seem a little worried don't you ??? LEF Keep Sinking..........
STAFFING PLAN CHANGE 2013

Schnecksville, PA

#77 Dec 13, 2012
DMxMD wrote:
<quoted text>
You can not possibly be a Store Manager if you believe any of this crap. DM development and the "new duties" are simply getting DMs to a level they should have always been at. In the past 5 years nearly every major retail chain has moved Department Managers to a non-exempt hourly pay scale. Having 17+ salaried people in a building would mean none of them are meeting the requirements to be considered an exempt "executive" level employee by the FLSA. Do you realize if salaried, 51% or more of your time must be spent directing the work of others, you must directly supervise at least two full time employees or their equivalent, and you must make hiring and termination decisions? It's not happening.
Next, I don't know where Alvarez thinks he's found a reliable source in the appliance department in Pennsylvania, but that is complete BS. Are they just going to stop doing all the Admin tasks that the ASM-Admin does over night? If they were to reduce ASMs at all, it would be done gradually, not in some spectacular fashion like you people are making up. They would reduce by one in the lowest and highest volume stores first where the effect would be felt the least. My store, which is in the middle, could not function effectively with fewer ASMs.
My last point is, any structure plans are usually part if a 5 year plan a business has. Why would they change to the ASM structure in one year, just to change back to a different style in another. This is all just a bunch of crap.
Relax DMxMD. Under the changes, which will take place after the next National Sales meeting, you will be evaluated and it will be determined if you qualify to become either the Service Manager or the Merchandising Manager, if you do, you will advance.

If not, you will be left with a choice. Either you take the demotion to Department Manager or you take the severence package.

You also have the possibility of being accepted into the new version of the MIT program, which will prepare you for the next level.

Lastly, I am not an Appliance Specialist in PA. I am a former employee and a former customer of Lowe's. I do have many contacts that still work at Lowe's corporate.

Also, your postings on here are on their radar screen. They read the various message boards too.
STAFFING PLAN CHANGE 2013

Schnecksville, PA

#78 Dec 13, 2012
DMxMD wrote:
My last point is, any structure plans are usually part if a 5 year plan a business has.
Lowe's doesn't have a "five year plan", they have a "quarter by quarter" crisis management structure.
DMxMD wrote:
Why would they change to the ASM structure in one year, just to change back to a different style in another.
It's Lowe's. If some dou-che who wants to get some brownie points at corp, can convince the execs this latest gamble will fix Lowe's overall problems, they will switch in a heart beat.
STAFFING PLAN CHANGE 2013

Schnecksville, PA

#79 Dec 13, 2012
MuffDiverPam wrote:
<quoted text> You seem a little worried don't you ??? LEF Keep Sinking..........
Poor little DMxMD might have to pawn his $260 shoes to pay the rent next February.

Meanwhile, I'll still be making 65k invoicing appliances while wearing my $15 crocs.

Pure Ownage = pwnage
what do you really know

Mooresville, NC

#80 Dec 13, 2012
Tomorrow the roll out for a "new" plan. All managers had to sign an agreement about it and it is about to be unloaded on all of us. Funny, I don't even see this mentioned here.

Ok all you smart "we know what Lowe's is doing" people ...
what am I talking about.

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
Delivery Driver Lay off severance pay 44 min Store manager 5
HR and LP positions getting cut!!! 47 min Store manager 1
Flatbed delivery issues already 58 min Commercial sales 5
Can this place get better ladders? 2 hr Cali 9
Lowe's to stop offering employee discount 2 hr chow 16
Lowes wants to play dirty so lets play 3 hr Babadook 10
Corporate Trolls: Poop Toast Is Back! 4 hr Bryan 32
Evolve phase 3 begins in Q3 4 hr Done 950
New Attendance Policy 5 hr AnonymousInNevada 110
Evolved: September 5th 9 hr Oh the Humanity 68
More from around the web