Expected lean payroll however the payroll received did not meet the demands/expectations of the business. Following a template that did not account for the individual store’s traffic left peak times with too lean of a team. Daily we heard comments from customers about needing to open another register; it was often impossible to do with coverage from template. Expectation was to push breaks until later however we were then asking for team members to wait 5+ hours before taking a break…it did not seem as if there was any concern for state guidelines. Closing a 75K square foot building with 3-4 team members was beyond challenging. “Why did certain areas not looked conditioned?”…maybe due to our payroll constraints. This was in a store that was always staffed and often had to pull back on payroll.
The pay scale was difficult; starting at minimum wage and then $15-16/ hour for CSS. The level of talent was congruent with pay scale. It was extremely difficult to keep elevated talent. It seemed we were always burning people out.
There was little communication from anyone above DM level so you often felt disconnected. The reporting was horrible…to understand how you were performing compared to district you had to wait until the end of the week or ask DM. Very little was shared throughout the week. The number of tasks were at times simply crazy. Many felt like everything was micromanaged…always being asked to “validate”. Certain issues were not addressed with specific SD/SMs but as a whole during conference calls — the ones with strong work ethic were listening however the ones the comment were directed at were not. It was deflating.
Certain locations seemed to be “protected” within district while others did not receive support. Certain new SD/SM were provided with support from other stores/temps while others were not. Some SDs felt unsupported by DM as the attention was always on select few.
Absolutely no work life balance…and at times expectation was “SD/SM needs to work 7 days/week”. Already scheduled at 50 minimum and most often averaging 60…there just wasn’t anymore to give.
Disappointed that exit interview was not completed at time of resignation. A few simple questions were asked by DM. From SM level and higher it may be good idea for HR to complete exit interview — certainly from SD level up.
