I have been gone for a while, not due to layoff, but when I was running a very profitable, high margin, great roi, almost no shrink store, my payroll was around 10% and has enough staff without having to work crazy hours-except event weeks.
What is the budgeted percentage now of payroll to sales?
4 replies (most recent on top)
We had to cut store hours, we went from 4 full timers (2 salaried, plus part timers, and Temps at times, down to 1 hourly full time, 2 p/t, and Temps for a few days at rush.
Course materials are a nightmare, our person has I think 8 stores, GM is overflowing but lots of just the same stuff, boxes not opened, who has time?
Not really sure what the group A/P person does, we still do all the receiving and 3x match. Rush was a joke, parents weekend embarrassing, no staff to work at the games.
Nobody, including manager, works 1 minute over their scheduled shift. The days of staying until the work is done-long gone.
Our effort reflects our pay/compensation.
Not sure where the regional hides, but she is never in the store.
Wait until next inventory, with hardly any employees to watch everyone who comes in you know there will be huge inventory loss.
Payroll keeps getting cut to where only 2 or 3 people are expected to run a store. Corporate has no idea how to run a store. They look at the numbers on paper. Your sales are down? Cut payroll. Makes sense... because now there is little to NO customer service, and the job load has been increased 10 fold onto 2 possibly 3 people. You can't take your lunch break but are still expected to punch out if you aren't salary. But you can't have overtime. So, I guess we just take our break and forget the store for a half hour. Then when closing time hits, you just close after kicking shoppers out so you don't stay too late and get overtime. Take an afternoon off or leave early to avoid that overtime means you need to close the store early one day of the week. This will not go over well with your campus contact, but we hear "it is Follett's decision, not the campus."
Many of us have excellent relationships with our campus contacts and it is really our obligation to tell them what is going on. I, for one, will not lie to our campus contact because follett has told us to. Honest is the best policy and if follett doesn't recognize that... then they are doomed to failure.
No response?
Must not be a policy.
This is how the professionals run a company.
Bonuses and 401K direct deposit profit sharing!
Go team! Go JRC!