How much longer do you see yourself w...

How much longer do you see yourself with Lowe's

Created by Bird on Sep 10, 2012

203 votes

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5+ years

3-4years

1-2 years

I'm currently looking for other employment

I don't think I can take another day

another view

Mooresville, NC

#41 Sep 15, 2012
DMxMD wrote:
Not sure what Terri Shaivo has to do with unemployment other than she was unemployed, but whatever.
I really wish we had a picture to put a face to the name nedm. I always picture you as a short kid with light down syndrome.
i picture him as a greasy stringy haired little man, kind of like Smeagol sitting in a corner with his Ipad and kookah pipe ,spoon around his neck chanting "lowes my precious lowes"
nedm

Pembroke, MA

#42 Sep 16, 2012
Or you could just leave lowes...there's other things out there.

No one kid ever says "I want to answer call buttons when I'm in my 50's"

I heard at my old store that a ASM and the SM were screaming at each other after hours in the parking lot...these aren't new employees. The SM has been around for at least eight years as a sm, the asm used to be a good friend of the old district manager and has been around for at least seven years. This is probably the busiest store in the market so if it is deteriorating this bad in that store I cannot see others doing that much better.

Lowes is past peak. It is a ship without anyone at the helm. Much of the directors hold positions with other companies, the owners own such small amounts they could sell lowes off and buy something else, the store management just does what it is told because it is given little real freedom to do anything etc. The system is broken.
miserable

Mooresville, NC

#43 Sep 16, 2012
nedm wrote:
Or you could just leave lowes...there's other things out there.
No one kid ever says "I want to answer call buttons when I'm in my 50's"
I heard at my old store that a ASM and the SM were screaming at each other after hours in the parking lot...these aren't new employees. The SM has been around for at least eight years as a sm, the asm used to be a good friend of the old district manager and has been around for at least seven years. This is probably the busiest store in the market so if it is deteriorating this bad in that store I cannot see others doing that much better.
Lowes is past peak. It is a ship without anyone at the helm. Much of the directors hold positions with other companies, the owners own such small amounts they could sell lowes off and buy something else, the store management just does what it is told because it is given little real freedom to do anything etc. The system is broken.
pathetic little fellow, if anyone to hear your crap all they'd have to do is squeeze you head. try finding something positive to say. you need a good bitch slap down

Since: Oct 11

Location hidden

#44 Sep 16, 2012
miserable wrote:
<quoted text>pathetic little fellow, if anyone to hear your crap all they'd have to do is squeeze you head. try finding something positive to say. you need a good bitch slap down
I think Nedm is right on...Lowes is grasping at straws to survive and they treat their most valuable asset like a disposal piece of meat.

We just had an employee quit-he was in a dept that did lots of details etc. He worked in the dept for maybe a month-struggled with Genesis & Lowes other poor systems. Asked for help, never got it. The ASM promised to print some stuff and never did. Procedures for Genesis etc should be Standard Operating Procedure. Why does McDonalds, Starbucks and other successful companies have written procedures for food and drink preparation, and mentoring programs--Because they want their food to taste the same no matter who makes it. They also have "idiot proofed" many of their processes so they are easy to use. I have been at Lowes almost 5 years and we still have a DOS based system-Gensis. We have Iphones which, when they work are great-but the technology is so slow at times they aren't real useful--and there is no training on how to use them either.

Poor systems & training=poorly trained employees=unhappy customers=poor sales=poor profits. And, it is a downward spiral because the poorer the sales the less red vests on the floor and poorer customer service. History does repeat itself. Look at Pamida and other companies---we are following their footsteps and it is the Leadership at the top that can change that-no one else can.
nedm

Pembroke, MA

#45 Sep 16, 2012
You know what that reminds me..why don't we pool some information here. Why not use some google documents app to create a Genesis information guide? It shouldn't be that hard to make given print screen does exist in the terminals and there are email programs you can go to in the store.

What better way to show that there are alturnitives to management then coming up with something that even they don't know?

Since: Oct 11

Location hidden

#46 Sep 16, 2012
nedm wrote:
You know what that reminds me..why don't we pool some information here. Why not use some google documents app to create a Genesis information guide? It shouldn't be that hard to make given print screen does exist in the terminals and there are email programs you can go to in the store.
What better way to show that there are alturnitives to management then coming up with something that even they don't know?
I created a notebook for our dept and showed management-their response-we don't need it here. When I worked in Lumber I created a Lumber Dept map so I knew where every lumber item was located with size, Item number and location. Lumber DM-"we don't need that here." It certainly made my job easier AND I was more productive-when someone would call asking for an item I could tell them yes or no and if we did, I could walk right to it and tell them the price. When we got a lumber truck, we had to label each bunk that went up into top stock with item #-most employees had to physically walk to the location to get it-I would pull out my cheat sheet and within seconds know the number and write it on the bunk. I was more productive-I did share it with new lumber employees and they found it helpful. For new employees learning Genesis is terribly hard-remember the first time you had to create labels and your DM showed you how in 3 seconds and walked away. Or, as a part time person who very seldom prints labels can't remember how? I created a procedure, laminated it and put it by each printer.

A procedure book should be by each computer created by corporate. In manufacturing we got certified to ISO 9000-one of the main benefits was we had to create procedures and make sure we always had the latest procedure and blueprint on the floor.

I had a coffee shop, our present SM used to come in and want a peppermint bon-bon mocha-my team created "recipes" for each drink so their drink was consistent. Most Lowes management would not be happy if their espresso drink tasted different each time they came in-but, in essence, that is exactly how they run Lowes-poor training and no procedures (unless someone let's it slip that they are on the computer).

I have been out on FMLA-I mentioned to one of my co-workers that I had not received a FMLA check yet. He said, "you need to call Liberty Mutual, they handle that for Lowes." Really-why wasn't this communicated by HR, why doesn't the store let Liberty know who is out. Poor communication...most management should work in other companies to see how they do business-companies that are doing it well-McDonalds, Starbucks, etc. Not Walmart, Circuit City etc.

Since: Jul 11

Location hidden

#47 Sep 16, 2012
Pedro Rodriquez wrote:
<quoted text>
I created a notebook for our dept and showed management-their response-we don't need it here. When I worked in Lumber I created a Lumber Dept map so I knew where every lumber item was located with size, Item number and location. Lumber DM-"we don't need that here." It certainly made my job easier AND I was more productive-when someone would call asking for an item I could tell them yes or no and if we did, I could walk right to it and tell them the price. When we got a lumber truck, we had to label each bunk that went up into top stock with item #-most employees had to physically walk to the location to get it-I would pull out my cheat sheet and within seconds know the number and write it on the bunk. I was more productive-I did share it with new lumber employees and they found it helpful. For new employees learning Genesis is terribly hard-remember the first time you had to create labels and your DM showed you how in 3 seconds and walked away. Or, as a part time person who very seldom prints labels can't remember how? I created a procedure, laminated it and put it by each printer.
A procedure book should be by each computer created by corporate. In manufacturing we got certified to ISO 9000-one of the main benefits was we had to create procedures and make sure we always had the latest procedure and blueprint on the floor.
I had a coffee shop, our present SM used to come in and want a peppermint bon-bon mocha-my team created "recipes" for each drink so their drink was consistent. Most Lowes management would not be happy if their espresso drink tasted different each time they came in-but, in essence, that is exactly how they run Lowes-poor training and no procedures (unless someone let's it slip that they are on the computer).
I have been out on FMLA-I mentioned to one of my co-workers that I had not received a FMLA check yet. He said, "you need to call Liberty Mutual, they handle that for Lowes." Really-why wasn't this communicated by HR, why doesn't the store let Liberty know who is out. Poor communication...most management should work in other companies to see how they do business-companies that are doing it well-McDonalds, Starbucks, etc. Not Walmart, Circuit City etc.
Umm... Hate to break it to you, but FMLA is unpaid leave. It protects your position so you can have a job when you return.
DMxMD

Gardner, KS

#48 Sep 16, 2012
exmanager wrote:
<quoted text>
Umm... Hate to break it to you, but FMLA is unpaid leave. It protects your position so you can have a job when you return.
I was going to say the same thing. FMLA is just up to 12 weeks of unpaid leave where your employer must keep your position or a similar one for you. You might be able to claim short term disability depending on why you are off work.
Matt

Fort Smith, AR

#49 Sep 16, 2012
Mavsgirl wrote:
I have been actively looking for another job for the last year. No luck yet. If I could get out I would. It's sad cuz when I hired on, I had visions of retiring from lowe's with an awesome 401k-if only I knew then what I know now...
I agree girl, I would say 80% of the stores employees would jump ship if they could. But the reality of the situation is that jobs are scarce. I am taking on Lowes pledge of :never stop improving" and that certainly includes looking else where to improve my financial situation.
nedm

Pembroke, MA

#50 Sep 17, 2012
Usually from what former employees at least at other places did was they used up sick time, then short term disability...then maybe long term then fmla so that way unless someone was really sick they'd still get paid. Of course it depends on the company and what they allow.

I've seen plenty not come back after maturnity leave and one person that had a hunting accident go on long term..only to come back and fail the drug test!

Since: Oct 11

Location hidden

#51 Sep 17, 2012
DMxMD wrote:
<quoted text>
I was going to say the same thing. FMLA is just up to 12 weeks of unpaid leave where your employer must keep your position or a similar one for you. You might be able to claim short term disability depending on why you are off work.
hate to break it to you-I am out on medical-short term disablity-FMLA--I do know what I am talking about.

Since: Oct 11

Location hidden

#52 Sep 17, 2012
PS-my HR said she was putting me on FMLA.
Spanish Mike Alvarez

Schnecksville, PA

#53 Sep 17, 2012
Pedro Rodriquez wrote:
PS-my HR said she was putting me on FMLA.
Pedro y qué juego estás corriendo con lo FMLA? Respuesta en español sólo para joder a estos crackers

Since: Jul 11

Location hidden

#54 Sep 17, 2012
Pedro Rodriquez wrote:
<quoted text>
hate to break it to you-I am out on medical-short term disablity-FMLA--I do know what I am talking about.
If you're on disability you can get paid. FMLA isn't a payment program. They're two separate things. Glad to help pay you for not working. Explains the torturous posts I reckon.
Spanish Mike Alvarez

Schnecksville, PA

#55 Sep 17, 2012
exmanager wrote:
<quoted text>
If you're on disability you can get paid. FMLA isn't a payment program. They're two separate things. Glad to help pay you for not working. Explains the torturous posts I reckon.
Este miembro klan tiene que ir a algunas clases de diversidad y dejar a mi amigo Pedro solo

Since: Oct 11

Location hidden

#56 Sep 17, 2012
Spanish Mike Alvarez wrote:
<quoted text>
Pedro y qué juego estás corriendo con lo FMLA? Respuesta en español sólo para joder a estos crackers
No comprehend
jntwn0175

Kane, PA

#57 Sep 18, 2012
im staying until they put in full body scanners. I wont be able to loot my store if they do that.
FormerSM

United States

#58 Sep 18, 2012
Pedro Rodriquez wrote:
<quoted text>
hate to break it to you-I am out on medical-short term disablity-FMLA--I do know what I am talking about.
Pedro- respectfully , you may want to talk to your HR. If she put you in the system as FMLA, you won't be getting a check. Liberty Mutual handles disability . They are 2 very separate things.

Since: Oct 11

Location hidden

#59 Sep 18, 2012
FormerSM wrote:
<quoted text>
Pedro- respectfully , you may want to talk to your HR. If she put you in the system as FMLA, you won't be getting a check. Liberty Mutual handles disability . They are 2 very separate things.
Thanks for your comments-I called Liberty yesterday and got some paperwork today from them. I don't understand why HR doesn't inform them of an employee out on medical leave. But, there are other things I wonder about as well.

Thanks again!!
DMxMD

Gardner, KS

#60 Sep 18, 2012
Pedro Rodriquez wrote:
<quoted text>
Thanks for your comments-I called Liberty yesterday and got some paperwork today from them. I don't understand why HR doesn't inform them of an employee out on medical leave. But, there are other things I wonder about as well.
Thanks again!!
They don't because it is YOUR benefit to claim and collect. They aren't going to chase you down to pay you. Not saying there isn't a better way, but that's just why they don't.

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