August 8, 2012 - target_slave
First of all, I’m sorry, but I just have to laugh that a vast majority of these posts are tagged as “employee experience.” That’s pretty bad. They do their bullshit “team member appreciation” events, but that’s like putting a band-aid on a heart attack. I feel like the events are just to appease us, like management is doing them just out of obligation. When it comes down to what really matters, you can tell they hardly give a crap about us. We’re all replaceable. Every last one of us.
Secondly, I’m glad to have found this site. I didn’t know if it was just me being oversensitive, or if I was just unlucky enough to have a bad store, but it seems we all share similar experiences.
One thing that bugs me is how LODs often know less about the store than the TMs who slave away to run it. Rather than promote from the inside, they get new people to manage the store. The new ETL-AP straight up told me that she might need my help. But that’s nice, Target, don’t bother promoting TMs who actually know what they’re doing. A co-worker of mine was a team lead for about 7 years at a different Target, left, and now he came back and is just a regular TM. Recently, he applied for a team lead position, and they only told him that he “has potential.” Are you KIDDING me? He WAS a team lead! For seven years!! But our ETL-HR used to work with him at the other Target, sooooo it seems pretty shady, like she has a grudge against him or something.
But even the LODs who have been there a while still are not as familiar with the store as they should be. I work in electronics, and for you TMs in other workcenters who may not be as familiar with all our duties, in addition to the usual reshop and zone (electronics AND toys/sporting goods), we have to help guests more extensively with technical questions, ring people up (oftentimes assholes with no electronics who think I’m just another cashier), do our pulls, unlock certain items for guests, help with AP, and all the while making sure our survey scores stay green. It’s a LOT for one person to do. When there’s another electronics TM working a mid-shift, most of the time, it’s not bad, but since we got a new STL, our hours were cut, so most days it’s just one person alone in electronics, expected to do ALL this work, while staying in the “green zone” (the dumbass name they came up for the area around the electronics boat) to keep up our service scores.
Sorry, but no, I’m not busting my ass and stressing myself out just for someone else’s bonus. And when they ask why scores have dropped, they don’t accept cut hours as an excuse. My team lead has tried explaining to them that they don’t get how much stress is put on us electronics TMs, but they’ve been just as hard on him too and expect miracles from us.
And whenever we bring the concern about hours forth to management, we get this impersonal, cookie-cutter “oh, it’s all what corporate gives us, nothing we can do” bullshit reply. First off, I was told by an ex-LOD that they get better bonuses for good scores while using less hours. And secondly, how about at least pretending to care about your employees? Maybe there’s nothing you PERSONALLY can do, but go to the DM or someone and say, “Hey, my team has these concerns. What can we do to make the store run better?”
Needless to say, I’m desperately trying to escape from this hell.
I’ve already written way more than I expected to. Wow. So I guess I’ll just stop here, then!