Is there any proof of this? Can we sue for intentionally causing stress.
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Not JUST in motion. Maybe just now being used in a store near you.... the plan was tested in Region 1 years ago. Quietly rolled out but no screws applied until 3 years ago, then Otis was put in charge of making it happen about 2 years ago. Many GM's knew that being higher paid meant you had a target on your back. Most started calculating their exit or how long to retirement. The DM's started to calculate their own survival rates about 2 years ago. Most who could left. Others assumed protection, dummies, lambs to the slaughter, along with their protectors the RVP's. By the way many RVP's left quietly too.... look around. So the PLAN is to dismantle retail, wipe out the stores that compete locally with the few stores they will keep, merge all .com from merged companies and Pray that Amazon does not suck it all up before they get there!
Trust me, they already have a plan. It's just in motion or starting to. If they want/need you out well then you life will be a living hell ball of stress until you leave..If you have tenure with the co. And make over a certain amount,if you have a lot of vacation/personal/sick time every year you really don't think they will keep you do you?? Someone will do your job for less than you. Sorry!
GM's should sue like the AMs did. They are doing more tasks than managing. Start fighting back in anyway possible and see how these clowns like it.
I almost forgot.. In the low volume stores with GM's now working open to close, filling shelves, unloading trucks etc. Remember that many states have laws regulating what allows them to call you salaried! A percent of your time must be "MANAGING" as opposed to doing. Staples already lost this lawsuit once and paid millions... If you are working - as a necessity - many hours over 45 per week it's possible you have a law suit possibility. Are you over 40 and a higher paid manager, you may have a lawsuit possibility. Don't just quit w/o a better job. FIGHT and make Otis/Staples suffer because he/they so richly deserve it.... Get what they owe you first.... Last but not least... each of you should consult a lawyer who deals with Wrongful Dismissal Lawsuits. Every situation is somewhat different... lets all have fun with this and make them really pay for their BAD management!
The comments above are all essentially correct, but NOT hitting the numbers comes closest. Add to this the fact that the METRIC of the day can be used. Lets say you are good at CSAT but suck at CPC. Your future depends on CPC. Lets say you are better than average nationwide on ALL metrics but below average in your District on hours control - you are toast. They have a thousand metrics and NO ONE is good on all and particularly when they can select the slice of the statistics they want; Company wide, region wide, district wide. HOWEVER they HATE it when you call them out on their technic of creating the false narrative. DOCUMENT YOUR PERFORMANCE and email it to everyone! It can be fun watching them squirm.... they hate it the MOST when you put it in writing with multiple recipients.... They probably won't fire you under this scenario, but they can still close your store, but at least then, they, (gritting their teeth) have to pay you severance and bonus... even these can be negotiated.... MAKE IT COST enough and maybe Otis gets fired :-)
They find other excuses to drive them out, but ultimately it's about pay. RVP was in a store on the border of New York and Connecticut every week harassing the GM until they finally drove him out - just one example. Another GM entered his store alone 5 minutes before opening because the opening associate called out. He set up the registers and another associate was there by opening time, they fired him for breaking LP policy of entering the store alone. Six months earlier, his DM told him to get to the store and open in the middle of a huge snowstorm, even if he had to open by himself.
Is that legal to get rid of them because of their pay?
Over $50k for AMs and $65k for GMs, but it depends on the region / cost of living index. It could be lower or higher based on that.
Is there a way to get this list. I would love to see who's on it.
"I Wrote This" pretty much hit the nail on the head. Steve Liotta was forced out by Otis because he stood up for stores. I had 2 long term DMs say the same thing when they decided to leave. Region one has had a 50% turnover in DMs in 2 years since Servello took over and really no major difference in performance. They are now scrapping the bottom of the barrel trying to replace the good managers they drove out.
There is also a confirmed "hit list" of GMs and AMs they feel make to much regardless of store performance. Some were driven out for bs LP reasons, and others for inconsistent store standards even though their stores were much better than others in the district.
Obviously their stores / districts not living up to the expectations set forth is number one. Number two is not taking definitive actions to correct said deficiencies . In other words they were being decent human beings and realizing that the expectations that have been set forth were unrealistic and managed to a more realistic expectation of what could be accomplished with the resources on hand... Not the answer that the upper echelon of Staples corporate wanted to hear. Thus the radical exit of upper management people that miraculously found "greener pastures" to go to. I guess they think we are a bunch of uneducated morons.... "Greener Pastures" my ass..... It's called a force out.. They left more or less on their own terms rather than have 90 days of bogus reports filed that they were inept in their jobs..... Which they weren't. They were asked to force performance beyond the point of available resources.
Yes we are loosing many very qualified, decent and good managerial staff in this process. This also paves the way for Staples to hire other personal at substantially less money thus saving even more in labor costs... Unfortunately in this business model there is also a substantial degradation in customer service levels and all other aspects of operational excellence as these new people don't have a clue of what they are doing..... By, "I wrote this"
Missing the numbers?