I’m a long time associate that has had the jobs of others forced on me who’ve done a much better job of it then I have. I’m looking at you , audit and now PTC. This company has been trial by fire since I’ve been here and perhaps it’s the same with other companies. I can accept that to an extent. What I can’t accept is when it’s difficult to look the associates I’m leading in the eye.
I have an associate that has been with the company over 5 yrs and is getting paid less than an associate than one that just started with no prior training and is under 20 yrs old. He’s a great guy. However, the other associate is my go to get things done. I would’ve given him a merit raise by now if I could. I’ve talked to my GM to see if there is a way to get him a pay increase to no avail. I wanted to see if anyone out there has a suggestion, besides telling him to quit and possibly come back.
It’s difficult enough to come to work trying to show that you care about your job when clearly your employer could care less. Don’t tell me otherwise( Just look at the turnover rate I don’t hardly bother remembering ppls names anymore) it’s that more difficult when you’re a team lead trying to be the glue keeping things together. Especially when I have similar employers around us that are guaranteeing full time and starting at $13 an hour. I’m not saying woe is me. I’m sure others have it worse and others are now without a job. If they want their members to stay happy then pay your associates accordingly and not just give some dismissive 2% raise across the board. Quite frankly, it’s disgusting. Don’t send me some meaningless email, John, about how great we were this past year when you’re letting go of ppl and piling more work on others without paying them more or giving them the ability to pay others the way they should be.
Who’s number one? The members
Who’s really number one? The shareholders.