Marvin did a great job of explaining all the changes coming... stressing no one lost a job or money.Gezz guess I wouldn't be the best specialist Lowe's ever had,.,if I didn't do the smart model or other models over the the years.See the real model is... you they trust you your products and your service and that's a sale and customer for life.... Now to the pod cast..... said changes now.... did not eliminate jobs may not be in the future (qualify qualify).... Good job Marvin.,. Operations will be working on more soon, actually all ready done.... just the rolling out part...God speed.
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It’s all about “more with less” and getting profits up in an environment where the company can no longer build more stores. If you work for Lowe’s at the store level, the company is going to continue to try and squeeeze more and more productivity out of each position in the store. While that has always been the case, that effort is in overdrive now. If you don’t adapt to constant change very well, don’t like to multitask, and if you don’t enjoy working on the sales floor, then you probably need to find another line of work.
Marvin is a lying POS. I have worked part time at Lowe's for over five years. My 20 to 22 hour weekly schedule has been reduced to 8 to 11 hours with the new customer centric system. I HAVE LOST MONEY as have most all part time employees. I now go to work and try to do nothing. I could care less about customer service now.
Saw a sign that Burger King starts you off at $13 an hour to flip burgers and Aldi at $13.50 (to sit on your duff and scan food... not even bag the groceries). Both pay more than what I currently make slinging lumber for nearly a year.
I’ll be quitting in the next few weeks.
I was eating lunch at the McDonald’s close my Lowe’s when I overheard a dad caution his son not to work at Lowe’s.
I had to use google translate to understand what he was trying to say.
One of our local convenience stores had a sign out that starting pay is $14.50.
Things like that, and the many other stores in town that start better than Lowe's, is why we have trouble with hiring and retention.
@meo+13bDUfbH - Nice post. And another effect is that I think it's going to be harder to get the upcoming seasonal positions filled. We can't fill the ones we have now.And yes we will get some college kids for 2+ months, but we need people April - Sep. With morale so low, and employees complaining outside of work to friends/family, who's going to want to refer people and word gets out on the street that way. Walmart down the street pays as much as we do to start and you won't have to work multiple departments.
Went and watched the referenced Podcast. I have to admit he is great at putting lipstick on a pig. And while technically no one lost a job (on this round) the net affect on those remaining is that your workload has just increased. Who is going to do RTM? Chances are that is going to be added onto the receiving clerks plate. What about the install dept? As an example, at our store they are dropping from a full-time staff of 3 (say each doing 1/3 of the total workload) down to 2 (now with each doing 1/2 of the total workload). So the "survives" now have an increased workload and no increase in pay. How does that affect customer service? Using my proceeding install dept example, if one assumes a 7 day work week with each of the 2 employees having 2 days off, that means 4 days a week you now have single coverage in the dept (not the 7am-6pm you had with 2 or 3 employees but now 8am-5pm with one) and zero coverage if someone calls out that day. I have been living that exact scenario in my dept for the last 2+ months due to one of our 3 full-timers being out on medical leave and can tell you that you feel it, the customers feel it and it doesn't make one feel like the company actually gives a rat's a– as to how satisfied you are at your job or if the customer's are actually being taken care of.
Additionally if you downgrade someone's pay grade (to say a CSA4 from a Specialist) while they may be saying your pay remained the same in actuality your upper pay cap has just been reduced. If your current pay is already at the upper cap limit (of this new lower pay grade) you can kiss any future pay increases goodbye. This is the same BS they did with the in-house HR position, changed to some sort of store manager administrative assistant position, then morphed into yet another position that once again is looking more like the old HR position but with less pay. The other takeaway from watching the podcast is that there will be more changes to store staffing in the future. Oh joy! Maybe he will be man enough to own up to these upcoming changes BEFORE we have to survive them (or be eliminated by them), but I highly doubt he will.
Go back to school. Then come back and try again.
What are trying to say? Hard to follow your post