Hi folks, Anyone besides me noticed the influx of cast off Best Buy Managers into our workforce in the last year ? They are going through drastic reductions as we are and many HR and upper level Corporate Management personal are using this happen stance as a recruiting playground. Is this really a good idea ? Granted some of these folks were just in the wrong place at the wrong time. BUT many of them were let go for many other reasons. That they simply weren't good or effective managers. Not only that but the mindset of Best Buy to the best of my knowledge is simply a numbers game. Meet the numbers or be gone.... Granted an efficient business model but a very poor Human Relations model. Don't get me wrong. I an not suggesting we keep bum employees. But to set an arbitrary goal and simply dismiss any and all who do not meet it without looking at any other performance factors is wrong. Do you agree or disagree ?
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Does anyone even really think Staples NEEDS an influx of hiring to fill mid-level management positions at this point? The company was too multi-layered in terms of their corporate management structure to begin with. In addition, won't there be more than enough management candidates to pick from if/when the Depot merger is completed? This company needs a clear business model and a company-wide plan going forward that can be understood and executed, and cohesion between all the areas of the business...not a vague "corporate vision" that amounts to little more than a bunch of bumper-sticker slogans cobbled together which don't add up to anything actionable. But the decision-makers at Staples were more concerned with keeping various aspects of the business in the dark and confidentiality than they were flat-out telling employees the relative health of the company. Employees had to hear about what was happening with the Depot merger from customers or via non-Staples online information streams! There ARE legitimate reasons from a management perspective why a company won't tell their workers how things are REALLY going, but for the associates those reasons are rarely good ones.
For those that were put on PIPS, does Staples try to deny unemployment payments after firing someone on a PIP?
They want to play the numbers game but they can't settle on what the numbers should be. Alternatively they "decide" in advance that a manager is "bad" then they "pick" a set of metrics from literally hundreds to prove what they want to prove. Never-mind that those particular metrics are not being used for any other managers evaluation. They have literally embarrassed themselves on a worldwide scale and have little left in terms of respect in the retail or corporate world. How often did anyone mention staples.com today? It was PRIMEDAY. Walmart got lots of mention and many others, but the #2 website after Amazon has already become a footnote...
Staples has been living breathing meet the numbers game. If former Best Buy employees want to work here I guess they're already half trained...
"Meet the numbers or be gone" is the way Staples wants to be. If you have not realized it by now, Staples does not care in the least about HR issues unless it is to prevent unions or prevent the company from being sued.