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Lowes Companies

Lowes New Look

Someone commented on the New front end look---"looks like Home Depot." What is the reasoning for the new look and selling candy etc?  (Oct 4, 2011 | post #1)

Lowes Companies

Lowe's reorganizes senior management

agreed skyy-not so sure that will happen...too many good ole boys in the club.  (Oct 1, 2011 | post #29)

Lowes Companies

next changes????

troublemakers because we question things? Some of the management folks need to go back in the trenches, make the money they are making etc to understand what is going on since you don't want to believe what the folks are saying. for every 1 person who says something there are probably 10-15 thinking the same thing.  (Sep 26, 2011 | post #18)

Lowes Companies

How to attract good employees

you may be one of the few. I have often wondered if this attitude they display is systemic...Manager s might know who is pulling their weight but there is a real good ole boys club...drinking buddies, they will promote their friends, even if they do not pull their weight. I have seen it often, at Lowes and other places. As to the questions, I wish there would be a crib sheet out there so one could know what they "want" to hear. Just because someone knows the right phrases doesn't mean they will be good at what they do. In my opinion, too much weight is placed on using the right phrases and words. I have only worked at one store so maybe my opinion is skewed...if all the stores are like the one I am at I would not want to be a manager. I could not kiss up enough nor would I want to. Difference between ass kissing and brown nosing----depth perception. I see lots of both where I work.  (Sep 25, 2011 | post #48)

Lowes Companies

How to attract good employees

Jimbo-how does management know if they have qualified people if they never engage them in conversation, never look at your resume or, if management jobs don't open up? I interviewed for a job once (head cashier) and was told I would of gotten the job had I answered the questions right. Right? What is that all about---found out you have to give "Lowes" answers, doesn't mean you are qualified just that you know the right buzz words. I ran my own retail business, consulting & Training Business, was a training manager,a manufacturing manager, lead problem solving teams.... but I did not use Lowes key words. They read questions off a piece of paper and that is the extent of the interview. A good interviewer will ask follow-up and clarifying questions...at least, that is how I was trained. Our management barely talks to us other than work related stuff. They don't give a hoot or a hollar about us or our experience, we are just there to help them make their numbers.  (Sep 25, 2011 | post #45)

Lowes Companies

How to attract good employees

Jimbo-how many management jobs do you figure will open up in the next year? How many opportunities will there be for those that might want to get into management? Many employees who are doing grunt work are older employees who were managers in corporations, ran their own business, are more qualified than some of the present management. But, will they want the young 20 yr old or the 55 yr old who has been around the block a few times, savvy, experienced...answ er-the young buck fresh out of college. I know CSA's who were managers in corporations before some of the ASM's were even born--they have no training other than the Lowes training-get very little people skills training, don't know how manage but they are ASM's and they know it all, just ask them or watch them. But, they know how to fill out the Lowes paperwork, and dance to the corporate song but are horrible managers. You might be one of those young bucks and if you are, remember this conversation whenever you reach the age of 50+, you will understand because you will be one of the old timers nobody wants. When I was in my 20's as a young manager I didn't understand either but today I am experiencing it. We have a lot of music, great experience, great work ethic, show up on time etc. but in their eyes we don't know anything. I see young managers that have trouble getting to work on time, coming in hung over, leaving early, calling in sick (when they are not), doing things against policy and, lazy-but they are management. So, we will not have the opportunity. I was not recommending they share their whole bonus with their workers. If they would do something with a portion of their bonus as a thank you to us who helped them get it it would be appreciated. But, they act like we have it so great because we get the SSEI bonus-less than 3% of my salary, dept managers get 4 times that amount. Sorry, if you really believe in the team you would devise your compensation package to reward the team, not just toss them a bone every quarter. How about all the managers chip in and give each employee an $25 gift card to Lowes, or a steak dinner as a thank you-how much would that each manager? A pittance compared to their year end bonus. Dr. Edwards Deming (Management and Quality guru) said that bonuses are counterproductive to teamwork. I believe the same thing. Together we Each Achieve More...More what???? Not money  (Sep 24, 2011 | post #40)

Lowes Companies

Corporate Greed Profile: Lowes CEO, Robert A. Niblock

I don't have a problem paying executives well, but when your employees cannot live on their wages ($10/hr) and they are getting 6.6M or higher per year, they have sent a strong message...we really do not care about you, we care about ourselves. As I have said earlier-my SSEI bonus this last quarter was $150, their bonus last year was what % of their normal salary (100%??) and what % is $150 when you make $10/hour. Let's see, $10/hr x 40 hrs =$400/wk x 12 wks (1 qtr)=$4,800. $150 is about 3% of my salary before taxes. The pay for executives compared to their underlings is way out of whack. And for those of you who say, "get promoted", to what? There is virtually no movement in stores (unless you consider the part time seasonal going to full time or dept transfers). If they take away some dept mgrs (like is the rumor) and reduced the number of ASM's...where is that opportunity to move up? One of the questions on the infamous survey was, "do you feel Lowes utilizes your talents",(or something to that affect). Answer---NO. There are many people who are way more qualified to be managers because of their past experiences but you get passed over for the young buck who has only worked at Lowes and sometimes in ONE dept. No management experience, little real life experience outside of Lowes but who gets promoted? Young people out of the good ole boys club...drinking buddies. Listen to the customers-what do they say about Lowes? "Can't find anybody, or they don't know anything about the dept they are in much less in dept where they have taken the customer, but we hire more red vests last year at what, $8-10/hour? You won't attract too many knowledgeable people at that salary and bonus. Hopefully lots of people fill out that survey and answer the questions truthfully, "do you feel you are making enough money? How likely are you to leave? Do you feel your management gives you the tools to do your job etc." No, I am not making enough money, I am very likely to leave if I can find a better job(anything over $10 is a raise) and no, management is doing a lousy job giving you the tools to do your job. And, hopefully management will look at those answers and make necessary adjustments. I won't hold my breath though.  (Sep 12, 2011 | post #29)

Lowes Companies

How to attract good employees

I wonder who would be missed the most, loaders, janitors, CSA's or management? The store can run without a SM but can it run without the non-management people very long, especially if they all walked off the job the same day(s)? Everyone is important...  (Sep 8, 2011 | post #32)

Lowes Companies

How to attract good employees

HR used to stand for Human Resources-ie, advocate, helper for the troops. Our HR person is anything BUT an advocate for the troops. They walk around like they are the SM looking for ways to write somebody up. They are corporates' watch dog-make sure somebody doesn't use their cell phone (while they do), doesn't bring coffee to the floor, etc. Interestingly the very issues they are bird dogging are ones the SM didn't seem to care about before they came along. They either are not knowledgeable about Lowes benefits and programs or are told not to answer questions, just give them an 800 number. The results of the survey will be interesting, most of the employees at our store don't put much faith into things changing. The question on the survey, something like this, "do you feel anything will happen with the results? Answer-NO. Nothing has been done the past 4-5 years the results have been poor. So, not sure the purpose of the survey.  (Sep 8, 2011 | post #30)

Lowes Companies

How to attract good employees

No degrees necessary, I have an MBA and it is worthless to Lowes. The promotions will be far and few between with the economy as it is. Lowes wants young people with little or no management experience....that way they can train them in the "Lowes" way, which is not a good management style.  (Sep 7, 2011 | post #20)

Lowes Companies

How to attract good employees

from what I understood the old management training gave a prospect very little people skills training.  (Sep 6, 2011 | post #9)

Lowes Companies

How to attract good employees

I understand that maybe Lowes doesn't care. I was appealing to the management who might read this to re-evaluate their business operations in regard to their people. It probably won't happen because they think they "deserve " what they earn. The reality is that they would be no where if it weren't for the people at the grass roots level-the store level. They get roughly 100% of their salary as bonus and CSA's might get 1% of their salary. The rich get richer and the poor get poorer. Keep em poor and you can lead them almost anywhere.  (Sep 4, 2011 | post #5)

Lowes Companies

How to attract good employees

One of the things I hear over and over is the lack of knowledgeable employees. Oh, we have lots of red vests but how many really know Lowes systems, products or processes? An example is the Weekend warriors-they come in for 3 days, work anywhere in the store and are expected to know plumbing, electrical, flooring, paint, tools, details etc. How to attract and keep good employees: 1. Pay the fairly-paying people $8-12 pretty much guarantees people with initiative and experience won't work there except maybe part-time. There are good people there but as soon as the hiring market changes you will see a mass exodus out of the big box stores. It would be interesting to know how much money is spent on executive compensation per year and how much that is per person. Suggestion-instead of taking $6-7 million plus huge bonuses, take 1 million and put the rest back into the company and pay your employees a livable wage. 2. Treat them with respect and dignity, and, like they are important. As long as people are low paid the turnover will be high and management will see them as an expendable asset, thus affecting how they treat them. Most of the employees who are treated like they know nothing are financial people at home-running a family, many are presidents or officers of their local service organizations, some teach at area technical colleges and Universities, or have side businesses. The point-have expertise that is not being tapped because they are not "management ". 3. Invest more time in training...not computer training but actual classroom training. The problem with the computer training for a new employee is you will spend maybe 40 hours in front of the computer and pass tests but a week later won't remember a thing because it is too much information in too short of a time frame. Many people learn better hands on. All new employees should be handed off to a trained coach or dept. manager who works with them, shows them the computer systems, the daily routine, what is expected, what products are sold in that dept, the nuances of that dept, how to take vac, how to use the phone etc. Most new employees are thrust onto the floor not knowing which end is up and then people get upset when they don't do certain things like flatstack, front, sweep, downstock, get carts etc. My first day on the floor my co-worker handed me the phone and said he was going to lunch-I did not know how to use the phone but I had passed the phone training sometime in the past week. Lowes talks a good game as far as their employees being number 1 and well trained but that is not practiced in everyday life. Management is too busy completing corp. tasks to invest quality time in them. They know the Lowes systems and processes and expectations but the employee is not high on their priority list-pay wise, training, or treatment--we are a necessary cog but are not given the tools to do the job well and the customers experience. So, want to be better than Home Depot, Menards etc-don't emulate their business model. Pay your employees more, treat them better and train them better than the competition, and you have a better chance of being better. The definition of insanity is, "doing the same things over and over and expecting different results." Change has to happen but at the management level, then the lower levels.  (Sep 4, 2011 | post #1)

Lowes Companies

Lowes bigtime layoffs full time employees?

From what I have seen the people above our district manager can stay in their office. They are like the corporate crow-fly in, eat our food, crap all over us and fly out. The ones I have seen either have been unfriendly or rude. They walk around like they are the JUDGE looking to find something wrong. It is no wonder our store level management does the same thing, they are only mimicking what they see above them. The morale in our store is so low, sometimes it feels like management wants to write everybody up. I wonder if they parent the same way. Always looking for some reason to jump on little Johnnie or Susie. Or, are that kind of spouse at home-must be joyous at home if they are. Bet the family cannot wait for them to leave on their weekly store inspections. Sorry for the negativity-I grew up listening to Dr. Deming, Dr. Juran, Ken Blanchard, Stephen Covey, Dale Carnegie, Zig Ziglar and the like. Management could stand to be forced to read books from these authors and ones like them. These folks taught a different management style., which, in my book is far more effective.  (Sep 3, 2011 | post #967)

Lowes Companies

employee survry

But, how can the Voice Team solve problems with how management manages, and dealing with their employees? From my observation top management need to be performanced managed on improving their people skills and their interactions with their employees. Management talks team but it is just words, we are treated like the grunts, they know everything and treat us that way. Voice team cannot solve those issues. That is a systemic issue that needs to be corrected possibly from Mr. Niblock all through the organization. Management won't listen to the Voice Team, even if Voice Team doesn't feel threatened. Management sits on Voice Team and runs the meeting. To me, it is just an action so they can show upper management the Voice team notes to show they are having meetings. Nothing meaningful has ever come out of ours. They need to harness the management and employee knowledge that each of us bring into Lowes each day. Many employees were supervisors and managers long before the young whips were even born. Many have run their own business.  (Sep 3, 2011 | post #3)