Most customers are weekly or more frequently, and they tire of the repeated requests. People have a choice and come to TS because we are super friendly and caring, despite the prices being higher. I was complimented on my genuine care and service but I was grumbled at daily for the above mentioned things and questioned about why there wasn't anyone to see to their need for a load out or a propane fill. I won't say anything about the first level supervisors cause they are often put in precarious situations, but for the ones above I don't have anything for. I have ample experience in the field, and was astounded to see the company's lack of base standards. I observed numerous employees not show effort, or any promise of being productive additions to the business. The company obviously doesn't know what the probationary period (90 days) is supposed to be used for. The company would see improved annual financial reports even if all they changed was instead of keeping unproductive associates, and attempting to remedy it by moving them to another department, terminate there employment.Įither that or they just don't factor it in when making an official hiring decision. Most of the better workers pointed out because they were over tasked with duties. It's easier to make one guy do the job, instead of making sure everyone is though, and once started. They tried it with me, but I've worked at some facilities that were really rough, and TSC doesn't hold a candle to them. Insubordination will get you fired faster than anything else in a warehouse except for used up allocated attendence points given to each employee at the start of there employment. Hours were cut to remain inside company budget goals. Rarely could you opt in for overtime without there already being issued mandatory overtime. You'll learn a lot, if you're willing to pay attention and ask questions. This place doesn't care how much you need to make to support your family. If it's convenient to cut your hours, they will.
Some of your management will be great, and will fight for you. But mostly, people who know that they are good workers do not stay to work for peanuts long term. On a related note, managers might be the best workers in the store, but they were promoted because they were the best workers, and not necessarily because they're actually good at management. Having a work-pool of ten people to promote from limits options. Hiring from outside limits this store to people who are willing to work for peanuts-i.e., couldn't get a job anywhere else. If you get a manager who is good at delegation, tactful, and able to deal with interpersonnel struggles- he or she is probably about to quit.īluntness is a valued trait.
Most of your coworkers and customers will be very willing to "tell it like it is." This can be a positive or a negative, depending on how self-aware the speaker actually is.Īt least in our store, cashiers had very little support. Management was at the help desk and free-moving stockers were free-moving, and cashiers were mostly forgotten at the front.
Unless there's a good manager who comes over to check on you, if you want something, you'd better a.
That should've been a sign when I was being interviewed and I was told how the assistant store manager, a team manager, and a few other people had recently walked out but I needed the job. I am a quick learner and figured I could easily make it work. I was a cashier, which is mind numbing so I was always cleaning and organizing when I could. Unfortunately, this short chubby woman felt as though it was her store and she was always complaining I did this or that.
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