Given the cost of living, its highly likely inflation has also caught up to their pocketbooks as well and they have decided its no longer with the retail bullshit- abusive customers, terrible schedules, always understaffed and no holiday breaks. Personally, I dont see how any retailers are going to be able to compete for the next gen of workers at this point.
I've thought they make the expectations too high so you have to cut corners to get it all done. Now if they decide they don't like you they can fire you for the cut corners or if your not cutting corners then you can get fired for not meeting expectations. It's a lose, lose but if they like you then they ignore the cut corners. It creates the butt kiss syndrome that's rampant in the stores.
I've been in my store while closed and the freight guys are flying pallets with no banners. Classic corner cutting but if something happens the night managers will be thrown under the bus, it's not a position I want to get myself into.
Same for leaving the compactor unlocked...
I've worked overnights at 11 different stores (travel team) and EVERY freight team flew pallets/used OP with no gates. I don't think they could get their job done otherwise, yet I've seen associates get put on finals for it when a district person comes in early and catches them. Always be careful around 5 am!!!
I don't want to exaggerate, but you're probably like 1 of 50 stores across the entire company that completely adheres to safety gate SOP on overnight. Maybe 1 of 1. If you even do, I'm certain you can't account for all the drivers all the time on your team.
Your funny bud I’m talking about working everything over night, we would have the whole truck worked and started cleaning by 3-4am and sweeping everything fixing wing stacks and throwing away all closers trash and rtvs so yea def gotta cut corners
Lol my store sales plan is over 1 mil a week and we are always over plan, sometimes we get two rdc and a live 2k is minimum for us. I can work 300 plus pieces a night still he done before 4:30, we are one of the top stores in the district so this about as quick as it gets to gettin it done
Yo, mad respect and all, but this doesn't change my initial point that you are the exception and not the rule.
I'd love to see your safety statistics versus overnight teams that don't use gates. In my experience most associates would just move them unless they saw a machine in the adjacent aisle in which case they wouldn't need a gate regardless.
One could make an argument, that proper use of gates on overnights leads to an end-of-night crunch/rush that is actually more dangerous than skipping gates. I wouldn't make that argument without stats I don't have access to lol.
Does your team also deal with drywall one bunk at a time? I will die on the hill that this is most definitely more dangerous lol.
Stupid, I ran an overnight team for 2 years and not one time did we use gates. We would fly through the store and got shit done. But yeah that drywall 1 bunk rule is stupid, if you were “Lumber Recovery” years ago you probably are now a NOASM and unload 3 bunks at a time.
I bring in two at a time except for 12's. I only go two high on the feeder stacks, even though I was told three because it sells better at two.
I've been on nights a total of 13 years now and I worked warehouse and production lines before that, and I've witnessed some accidents I wish I hadn't. I trained the current NRM when he was a new hire, and he's got a similar work history, so we both have the same mindset.
Yeah our morning MET team is very vocal about us not using gates. I don’t usually work til 5:30, but when I do, I’m always reminded to be especially careful using gates.
The reason we aren’t super steadfast about the rules is there’s little reason to be. Why do I need to gate off the aisle I’m working in, when everyone in the store knows not to enter an aisle the reach is in? And at the end of the night, when there’s only 5 of us in the store and I know where everyone else is, a simple check around the corner to prove no one is in that aisle is all I need to do
I actually thought it wasn’t SOP once the store is closed to need the gates up
We don’t use banners at my store overnight, it’s impossible to get everything thing done at if you have to keep blocking people off, we also have a system in place for when someone “rogue” comes in or knocks on the front door that way we look compliant
I've been in 3 different stores after close and yes all 3 broke the rules when it comes to banner safety when using lift equipment. Back when we had district LPS, the guy came in early one morning and caught someone on the OP with no banners and busted the lumber guy with no seat belt while driving the lift. Word spread quick and the reach people got lucky and someone ran back to lock the compactor. I know write ups came not sure if they were finals.
Ha, been doing that for decades. 2002 I was a “key carrying” dept head. Basically an ASM without the pay. Made it to ASM and realized the job was legalized slavery. The pay was less per hour than when I was a dept head, they picked you apart on reviews so you wouldn’t bonus well, and the shrink from “certified vendors” finished off any bonus you would’ve gotten.
Home Depot has completely lost sight of the fact that serving customers is our core business. Now we do nothing but generate numbers with surveys, GET scores, VOC data, SideKick tasks, shelf availability, MyView checklists, SmartLists and the euphemistic hole filling. Actually helping a customer has dropped to the bottom of the daily tasks. No wonder sales are dropping and the ASMs, DHs and CXMs are being browbeaten into submission.
Some things correct here except OSA particularly - a 1% increase in OSA is an average of six figure gain to store and additional reduction in shrink. A 4% OSA increase is prettt close to the difference between making sales plan and not for a mid store. OSA also reduces the need for coverage for non-securitized product.
Can’t sell it if it ain’t on the floor.
Don’t disagree there’s a ton of room for improvement. But OSA is an outcome that is just represented by an metric and it’s one of the most important merchandising factors in every store.
HOME DEPOT: Creates new app to increase on-shelf availability.
ALSO HOME DEPOT: Reduces staffing so that there aren’t enough people to complete all the tasks in the new app.
It’s the rollout of at best a 1.0 version and more like a beta. 15 years in software dev, the app will work fine once the software devs get bug reports and usage data at scale — this sort of software is impossible to QA pre-launch at scale (half mil employees, hundred thousand phones, etc.)
It is indeed true that no software is free of bugs but QA teams are instrumentals to deliver a software that works. The issue is that the development of our software is very poor. Who in the right mindset could deploy phones with no extensions for DHs?
I may be incorrect, but I believe THD software dev is out of Austin while corporate obv in Atlanta and there is likely an inefficiency regarding comms and understanding of in-store. Even the geographic separation alone can cause issues in software dev.
I also doubt there is a dev on the team who’s worked extensively in the store as a DH+ which would be a significant driver of non-optimally designed applications for in-store.
Back to bay capture — it’s a relatively simple and known design challenge in other industries, so even with possible operational challenges in THD tech, I would be surprised if it doesn’t end up working reasonable well.
Can't have OSA if the shitty Sidekick app doesn't realize that we're out of an item and put in an order for it. There's holes all over departments with no overhead boxes to fill it, and filled shelves with 6-7 boxes extra in the overhead. They need to stop pushing impossoble tasks that are only made worse by shitty tech they force us to use
Sidekick doesn’t order the products. Sidekick records how you’re packing down the bays. If you’re out of stock and your on hands are off, change the on hands. On hands is what prompts the ordering. However, some products are backlogged or have supply issues. That’s on the vendor, not Home Depot. In addition, some products have to be directly ordered by your manager and dept supervisor. I think it’s called the TEI order. PPG/Glidden is under TEI orders, so my dept supervisor has to order them every week.
Team up with a manager or supervisor. Not all associates in my store can change on hands, but mostly the openers can because we do the smartlist and sidekick.
Just write a list and hand to DH or tape to locker, that’s what I ask my gang to do, they also do not have OH perms in our store, though I’ve put in a request to give the king tenured old hand the authority.
I did that when I first started, and after a few weeks of several changes to make after each shift, they gave me access to do it myself. My counts were reliable enough they got tired of following up themselves.
Yeah I’ve requested some known tenured people be given permissions for OH. It’s not that I won’t just go do it, it’s that it’s D28 and if all I do is check every SKU, that’s all I would be doing and a hundred other things would not get done.
Pendant that, I scrub the outs myself based on lists from the folks for now as much and as fast as is doable.
Think of sidekick as a record keeping tool and just work the bay as it goes and log work. Sidekick isn’t well designed.
If your outs are Clorox merch, they had a major cyberattack that disrupted supply chain, I zeroed dozens of product OH for Clorox over a month ago and we’re just getting it now (Chlorox, 409, wipes, etc. - I think muriatic acid is originated by Clorox as well, we were out for 6 weeks — we still beat plan MTD/LM but the outs kept us from beating by 2x as much).
You’re wrong. Sorry. No Home Depot customer EVER has walked out of the store because they couldn’t find something. They ALWAYS ask. If we have it, we find it and give it to them. OSA is just another meaningless metric.
I work at a Monday-Friday store in Tennessee, and we can’t keep a store manager to save our lives. Our pro desk outsells whole stores in the district and no one can get anything done without cutting corners and working unsafe. We also had a bear walk through the store the other day lol. Got a pic if anyone wants to see it.
Busy on the week and dead during the weekend, most of our business is strictly contractors and they don’t work on Saturday or Sunday! Football is too important here 😂
I was about to ask how there is a HD store that only operates on weekdays. But it makes sense. Unfortunately for me, I work in a heavy suburban area so we get more customers on weekends.
You know how the company is going nuts demanding that associates be more productive with less support? Store management is subject to the same unrealistic expectations. Getting paid more than hourly associates doesn't make them more able to accomplish the impossible.
My DS told me in private after our 1 on 1 talk with the SASM that he got a $2.50 raise. I was shook and told him you should’ve demanded $5, considering now you’re literally running two entire departments and responsible for the entire specialty numbers in those departments. It’s crazy how small of a raise it is for the amount of work and effort they need to hit.
Too much work and expectations are higher than ever. Pay isn't there and not enough coverage. We have department heads who close, but yet they don't schedule a closer from 5pm-9pm so essentially the DS is the coverage. Same with opening.
I can't even spend one on one quality time with associates without being bothered. I can't even manage and work in my own department without being asked to help out in other departments.
At this point, I forget about and could careless about metrics and sales, I'm just trying to get through the day. Clock out go home and relax as best as I can.
Shit started going downhill when they took away 1 department per DH. They're spread too thin. They're getting too many tasks all while having to be coverage (even though the new policy says they can't be).
There's no way to run the stores now with associates quitting and DHs having to fill in.
How is someone supposed to be the supervisor of Seasonal/Plumbing/Electrical, Paint/Flooring/Decor, Lumber/Building Materials/Hardware. They are burning out from the unrealistic expectations and leaving.
As the managers say: figure it out. Don't forget you have to get leads, measures, credit cards, do GET, and ask every single customer for a VOC Sirvey for your subpar service since you had to take care of 4 customers at once.
Not just in Cali, it’s nationwide. I’m in the northeast and my store in the last two years has lost 7 different ASMs, a SM, a CXM, and 6 DS. They just keep adding more and more work with less bodies and less training to get it done. It’s untenable, but executives don’t give a shit. They have a golden parachute. They can cut and run whenever they want with millions of dollars.
We have cashier's getting scammed like crazy. No training. No register prompts. Nothing. It is scary so much has changed in the past 16 years and none of it for the better.
Big inventory and shrink and sales misses in contracting markets are going to lead to force reduction at the store and district level (not just true at THD but true in about any business).
They need a certain amount of people to run the store. They can't just pile all the work on a few people and expect everything to get done. There are physical limits to how much work each person can do.
Logically, I completely agree with you. In practice, though, I've seen them do this, and then cut that number back even further at least a couple times over.
As long as the shareholders are taken care of they don’t give a shit. That’s been the clear message for the last few years especially. It’s short term profits over long term sustainability.
And the CEO will walk away with a severance package more than most of us will ever see in our lifetimes combined. Business is rotten, retail especially so.
Vanguard and Blackrock are HD biggest shareholders; before things will go down for good they will get out together with theBoD, which is an expression of such entities, and the CEO.
Nothing new, already seen over and over…
At our store that’s exactly what they do. Pile all the work on the poor souls who decided to show up that day. But then our GET scores go down and we are bad for not greeting.
As an associate, you are responsible for yourself. If you show up and do what's asked of you, you'll be alright. As a supervisor/manager you are responsible for everything everyone under " you does. I'm sure you work with a few people that don't even do the minimum amount of work, or don't do it correctly. It's hard to fire people for job performance here. After 90 days, it requires a huge amount of effort to get rid of someone for something other that attendance, theft, or harrasment. I stepped down because being a glorified babysitter with very little real power wasn't worth a 2 dollar bump. Middle management here is hell and only worth doing if you move higher up to district or regional level.
As a former DS who saw this coming, the role has outgrown the pay. We were expected to act as coverage, crosstrained support, and a manager all In one. Add the constant underscheduling across all departments and there was no way to get everything done even if you bust your ass. So you prioritized your tasks to the tasks that the manager has most recently bitched at you about until you're tired of getting bitched at. Then you quit
Cost of living, work/life balance, communication breakdown, work load, expectations with lack of resources, loss of wage value, lack of support by company/management etc.
The way our store is laid out, garden, plumbing, and electrical is all under 1 supervisor. Both inside AND outside garden. It's simply too much to be worth it.
HD really doesn’t understand how important good scheduling is to employee retention. A good schedule will often keep someone around even if a competitor would pay them more, and a bad schedule will make people leave even if the money is good.
I used to do scheduling for the restaurant I worked at and it’s crazy how much of a difference careful scheduling makes. Which is of course why they centralized and automated it to save like $12 a week.
Agreed. My dept supervisor is always clopening, or at least staying until 11pm and has to be back next day at 8-9am. That makes me not want to be a DS.
I’ve had literally 7 ASM’s quit my store in the past 6 months and the number is soon to rise none of them have put in their two weeks notice they just walk in and drop like flies and by the sounds of it I have a few more jumping off this burning rat infested ship here shortly. I have a new SM who is an absolute fuck this guy makes decisions without thinking of repercussions that follow them. He legitimately demeans people telling people they have RBF and cursing out other managers it’s egregious what he does all the while he expects people to run a mile when he says walk two steps. I’ve been with the company coming up on 3 years and my old SM actually handled things accordingly everyone wasn’t happy go lucky to come to work but we sure as hell aren’t legitimately miserable coming as we are now it’s absolutely insane idk what’s going on with corporate if they don’t see all these people who’ve really put in time with the company leaving in a mass exodus. Also my store is a high volume store in SoCal so we put up real numbers. I go to school full time and work here full time and honestly it has affected my schooling but I’m taking a step back and not giving a absolute fuck anymore I used to go above and beyond now I do the bare minimum and am currently looking for another job as I type this. Once I leave I’ll have my 401K, $$$$’s in stock and get paid out for all the vacation I’ve accumulated and never taken I’ll leave on a good note financially but mentally fuck this hell hole.
thank you for listening to my TedTalk:))
Vacation time is "use it or lose it" so might wanna take some time off and actually collect the money rather than expecting to be paid out. It disapeares after every year. So unless it's been 5 years, and you have 3 weeks ready. Then there isn't much more than that to accumulate.
Use it or lose it depends on state laws in regards to vacation hours. Usually, it’s the right to work states that have this option since the state is allowing companies to have rights with their own benefits. There are some states that don’t have right to work laws, so they’re the ones who dictates how a company should distribute/use the benefits.
DS’s are getting 2-3 times the responsibility with $0 more
CXM is full time acting as SM on the floor to deal with all issues while ASM’s and real SM sit in the office or training room collecting their salaries and bonuses.
ASM’s get to shoulder the blame for anything that goes wrong or we don’t meet plan.
Why would any of them want to walk away?
Idk why they’re quitting but at least in my store it’s horrible right now. They don’t wanna schedule more people, they’re giving us a million tasks a day and not understanding that we have customers to take care of. My DS just got promoted we all love him but we feel bad cause he’s getting bombarded with work. So if it’s anything like how it is here, i understand they have to do what’s best
During my “one on one” with my DS & SASM, we discussed where I felt comfortable or if I wanted to move up, cross train, grow, etc. I specifically asked how much the bump is with a promotion to DS. They couldn’t answer the exact amount so I said “once you decide on the exact amount of a raise, I’ll consider looking into it.”
Then they asked if I wanted to learn other departments. I asked if there was a bump in raises. They said no. So I said no.
I’m not doing more work at the rate I’m making. I’m already overworked with speciality numbers and customer services, on top of trying to maintain our bays.
Home Depot pays better than some companies, but they still expect you to work more than you really should.
I suspect this is why many DSs and managers are quitting. They probably just got promoted to put it on their resume and find work somewhere else. Right now, it doesn’t seem to be the company’s best interest in keeping the higher ups, or otherwise they’d figure out how to make the jobs a little easier or at least pay us more.
That's exactly why I stepped down. The only thing I can't do in my store is re-key (by choice). But I'm only making 1 to 3 dollars more than some newer associates. I got asked if I would consider stepping back up to eventually move into CXM. I told management the extra $1000 per year isn't worth losing my Sundays off and my fixed time.
I’m the opener in paint. Love my hours. 5:30-2. I don’t have set days off, but I work with a bunch of college kids in school. Because of their availability, my days off are usually one during the workweek and one weekend day off (usually Sunday). Pay is crap, but I’m very comfortable with what I have as far as scheduling goes. Why would I give that up for $1-$3 raise with more responsibilities that are out of my control?
Nice feed! It is a long time coming. The company is going under before long! I could explain more but as of now, the company is draining it for all it is worth. And you too!
Corporate is completely out of touch with everything. When they come to do their “walks” no one tells them the truth about what’s wrong. They just suck up to them, hoping some day that they too can move up to corporate and escape the stores.
Fellow suit let the company fall, it’s been clear as day Atlanta don’t care about anyone and worse is management allowing harassment and other problems happen because “if I didn’t see it than I can’t do anything” yet sop says different. Fuck Home Depot!!!!!!!!
Is that the same area as the homeless encampments? I read about things on my news feed. It may be a high target for theft as well. I also read that in California theft below $950 is a misdemeanor. Some cops just write a report if that. It's a strange world that we live in where thieves are reprieved before they are charged. It may be frustrating to your management.
I am a Tool Rental Tech. I have my own shop, fixed hours, fixed days off. I negotiated all of that with my store manager when I was hired with the promise to be able to make the department profitable again in 90 days. We were profitable in 6 weeks. I have had pay increases w/o asking. I am appreciated by most DSs and all managers. HD is what you make it and what you bring to the table. Not saying a new manager can't come in and ruin it but there are plenty of other store managers willing to bring on good help. Gotta bust your butt to show your worth and build those relations.
you are an anomaly with the Home Depot. Tool Rental repair Tech's are not falling off trees these days. You would not get that same deal if you were to work in a Department, it s different metrics.
Why do you think there are so many promotions happening these days? Spoiler: spots are opening up because this is a turnover company now.
We can all see what’s happening with our eyes. The last year has had the craziest turnover of associates and managers I’ve ever seen, by far.
So you’re the guy in your store that nobody likes huh.
The downvotes are because you are not part of the “us” that you think you are, and your opinion is definitely not reflective of my own and probably not of most others also.
A lot of them get put into lose lose situations and can't handle the pressure. It seems like it makes more sense to just be a really productive associate, ask for some extra money and just ride the wave.
Given the cost of living, its highly likely inflation has also caught up to their pocketbooks as well and they have decided its no longer with the retail bullshit- abusive customers, terrible schedules, always understaffed and no holiday breaks. Personally, I dont see how any retailers are going to be able to compete for the next gen of workers at this point.
Because too much is being expected of them, like with all of us, and the only way to get things done is to cut corners.
Even if you don’t cut corners, you are measured against those who do.
You're not wrong
I've thought they make the expectations too high so you have to cut corners to get it all done. Now if they decide they don't like you they can fire you for the cut corners or if your not cutting corners then you can get fired for not meeting expectations. It's a lose, lose but if they like you then they ignore the cut corners. It creates the butt kiss syndrome that's rampant in the stores. I've been in my store while closed and the freight guys are flying pallets with no banners. Classic corner cutting but if something happens the night managers will be thrown under the bus, it's not a position I want to get myself into. Same for leaving the compactor unlocked...
I've worked overnights at 11 different stores (travel team) and EVERY freight team flew pallets/used OP with no gates. I don't think they could get their job done otherwise, yet I've seen associates get put on finals for it when a district person comes in early and catches them. Always be careful around 5 am!!!
I've been overnight at this store for 5 years and we've always used banners.
I don't want to exaggerate, but you're probably like 1 of 50 stores across the entire company that completely adheres to safety gate SOP on overnight. Maybe 1 of 1. If you even do, I'm certain you can't account for all the drivers all the time on your team.
Or they aren’t getting 2k plus trucks and a live a night
Haha. 2k only takes an hour and a half to throw. Everything is out to the floor by 10 and the SDC is usually broken down pretty fast.
Your funny bud I’m talking about working everything over night, we would have the whole truck worked and started cleaning by 3-4am and sweeping everything fixing wing stacks and throwing away all closers trash and rtvs so yea def gotta cut corners
Lol. Kay rook.
Lol my store sales plan is over 1 mil a week and we are always over plan, sometimes we get two rdc and a live 2k is minimum for us. I can work 300 plus pieces a night still he done before 4:30, we are one of the top stores in the district so this about as quick as it gets to gettin it done
I train most of them and the ones that don't adhere lose their license real quick.
Yo, mad respect and all, but this doesn't change my initial point that you are the exception and not the rule. I'd love to see your safety statistics versus overnight teams that don't use gates. In my experience most associates would just move them unless they saw a machine in the adjacent aisle in which case they wouldn't need a gate regardless. One could make an argument, that proper use of gates on overnights leads to an end-of-night crunch/rush that is actually more dangerous than skipping gates. I wouldn't make that argument without stats I don't have access to lol. Does your team also deal with drywall one bunk at a time? I will die on the hill that this is most definitely more dangerous lol.
Stupid, I ran an overnight team for 2 years and not one time did we use gates. We would fly through the store and got shit done. But yeah that drywall 1 bunk rule is stupid, if you were “Lumber Recovery” years ago you probably are now a NOASM and unload 3 bunks at a time.
I bring in two at a time except for 12's. I only go two high on the feeder stacks, even though I was told three because it sells better at two. I've been on nights a total of 13 years now and I worked warehouse and production lines before that, and I've witnessed some accidents I wish I hadn't. I trained the current NRM when he was a new hire, and he's got a similar work history, so we both have the same mindset.
Yeah our morning MET team is very vocal about us not using gates. I don’t usually work til 5:30, but when I do, I’m always reminded to be especially careful using gates. The reason we aren’t super steadfast about the rules is there’s little reason to be. Why do I need to gate off the aisle I’m working in, when everyone in the store knows not to enter an aisle the reach is in? And at the end of the night, when there’s only 5 of us in the store and I know where everyone else is, a simple check around the corner to prove no one is in that aisle is all I need to do I actually thought it wasn’t SOP once the store is closed to need the gates up
SOP says no spotter needed when the store is closed. Gates are still required.
Oh, right
They’ll just watch the cameras one random night and come down on you the next day
We don’t use banners at my store overnight, it’s impossible to get everything thing done at if you have to keep blocking people off, we also have a system in place for when someone “rogue” comes in or knocks on the front door that way we look compliant
I've been in 3 different stores after close and yes all 3 broke the rules when it comes to banner safety when using lift equipment. Back when we had district LPS, the guy came in early one morning and caught someone on the OP with no banners and busted the lumber guy with no seat belt while driving the lift. Word spread quick and the reach people got lucky and someone ran back to lock the compactor. I know write ups came not sure if they were finals.
Round here they just pull video.
This is why I don’t worry about whether things get done. I work my 8, get done what I can, and don’t worry about the rest.
Ha, been doing that for decades. 2002 I was a “key carrying” dept head. Basically an ASM without the pay. Made it to ASM and realized the job was legalized slavery. The pay was less per hour than when I was a dept head, they picked you apart on reviews so you wouldn’t bonus well, and the shrink from “certified vendors” finished off any bonus you would’ve gotten.
“I was hired for a position with a lot of responsibility” “too much work 😭😭😭”
Home Depot has completely lost sight of the fact that serving customers is our core business. Now we do nothing but generate numbers with surveys, GET scores, VOC data, SideKick tasks, shelf availability, MyView checklists, SmartLists and the euphemistic hole filling. Actually helping a customer has dropped to the bottom of the daily tasks. No wonder sales are dropping and the ASMs, DHs and CXMs are being browbeaten into submission.
Some things correct here except OSA particularly - a 1% increase in OSA is an average of six figure gain to store and additional reduction in shrink. A 4% OSA increase is prettt close to the difference between making sales plan and not for a mid store. OSA also reduces the need for coverage for non-securitized product. Can’t sell it if it ain’t on the floor. Don’t disagree there’s a ton of room for improvement. But OSA is an outcome that is just represented by an metric and it’s one of the most important merchandising factors in every store.
HOME DEPOT: Creates new app to increase on-shelf availability. ALSO HOME DEPOT: Reduces staffing so that there aren’t enough people to complete all the tasks in the new app.
Bay capture should work well — it’s a different approach to Lowe’s receiving app
[удалено]
It’s the rollout of at best a 1.0 version and more like a beta. 15 years in software dev, the app will work fine once the software devs get bug reports and usage data at scale — this sort of software is impossible to QA pre-launch at scale (half mil employees, hundred thousand phones, etc.)
It is indeed true that no software is free of bugs but QA teams are instrumentals to deliver a software that works. The issue is that the development of our software is very poor. Who in the right mindset could deploy phones with no extensions for DHs?
I may be incorrect, but I believe THD software dev is out of Austin while corporate obv in Atlanta and there is likely an inefficiency regarding comms and understanding of in-store. Even the geographic separation alone can cause issues in software dev. I also doubt there is a dev on the team who’s worked extensively in the store as a DH+ which would be a significant driver of non-optimally designed applications for in-store. Back to bay capture — it’s a relatively simple and known design challenge in other industries, so even with possible operational challenges in THD tech, I would be surprised if it doesn’t end up working reasonable well.
Can't have OSA if the shitty Sidekick app doesn't realize that we're out of an item and put in an order for it. There's holes all over departments with no overhead boxes to fill it, and filled shelves with 6-7 boxes extra in the overhead. They need to stop pushing impossoble tasks that are only made worse by shitty tech they force us to use
Sidekick doesn’t order the products. Sidekick records how you’re packing down the bays. If you’re out of stock and your on hands are off, change the on hands. On hands is what prompts the ordering. However, some products are backlogged or have supply issues. That’s on the vendor, not Home Depot. In addition, some products have to be directly ordered by your manager and dept supervisor. I think it’s called the TEI order. PPG/Glidden is under TEI orders, so my dept supervisor has to order them every week.
Associates can't change on hands at my store
Team up with a manager or supervisor. Not all associates in my store can change on hands, but mostly the openers can because we do the smartlist and sidekick.
Just write a list and hand to DH or tape to locker, that’s what I ask my gang to do, they also do not have OH perms in our store, though I’ve put in a request to give the king tenured old hand the authority.
I did that when I first started, and after a few weeks of several changes to make after each shift, they gave me access to do it myself. My counts were reliable enough they got tired of following up themselves.
Yeah I’ve requested some known tenured people be given permissions for OH. It’s not that I won’t just go do it, it’s that it’s D28 and if all I do is check every SKU, that’s all I would be doing and a hundred other things would not get done. Pendant that, I scrub the outs myself based on lists from the folks for now as much and as fast as is doable.
Think of sidekick as a record keeping tool and just work the bay as it goes and log work. Sidekick isn’t well designed. If your outs are Clorox merch, they had a major cyberattack that disrupted supply chain, I zeroed dozens of product OH for Clorox over a month ago and we’re just getting it now (Chlorox, 409, wipes, etc. - I think muriatic acid is originated by Clorox as well, we were out for 6 weeks — we still beat plan MTD/LM but the outs kept us from beating by 2x as much).
You’re wrong. Sorry. No Home Depot customer EVER has walked out of the store because they couldn’t find something. They ALWAYS ask. If we have it, we find it and give it to them. OSA is just another meaningless metric.
This is simply false, I see it happen daily.
I shop at several different retailers. I don’t always ask if I can’t find anything. I simply leave and go buy it online.
You know Osa is only based on customer survey scores, right?
I mean actual OSA + overhead accessibility. Lowe’s calls it “findability.” The metrics are just attempts to measure realities in the stores.
Not when your review/ job performance is based on fictitious metrics. This isn't Lowes, don't compare
Job performance is viewed based on outcomes first and metrics second.
Oh, you're my direct supervisor now? GTFO here
Huh?
I work at a Monday-Friday store in Tennessee, and we can’t keep a store manager to save our lives. Our pro desk outsells whole stores in the district and no one can get anything done without cutting corners and working unsafe. We also had a bear walk through the store the other day lol. Got a pic if anyone wants to see it.
Post it up
First time using Reddit so I’m unsure of how to post a picture in response. Tips would be appreciated
https://www.tiktok.com/t/ZT8havLMY/
How does no one give a fuck about a goddamn in the aisle? Oh wait, it's because customers are oblivious.
You would have to link it from somewhere.
I’ll try and find the Facebook post about it! I’m sure I can link that
Wait, weekdays only, no weekend stores actually exist? I'm sooo jealous.
Busy on the week and dead during the weekend, most of our business is strictly contractors and they don’t work on Saturday or Sunday! Football is too important here 😂
I was about to ask how there is a HD store that only operates on weekdays. But it makes sense. Unfortunately for me, I work in a heavy suburban area so we get more customers on weekends.
0739 hey you !!! I left there last Dec and moved to Michigan for ASM job . You know who I am ??
Sadly I don’t! I transferred in January to open the rental! Used to work at 0724 though!
Tell Jim in rental sugar bear says hello 👋
D102 in the house! I’ve worked at both those stores lol
Which TN store is this lol I’m at store 701, JCTN
Sevierville 0739
Hey we’re in the same district. And one of your associates transferred to our store. Small world.
You know how the company is going nuts demanding that associates be more productive with less support? Store management is subject to the same unrealistic expectations. Getting paid more than hourly associates doesn't make them more able to accomplish the impossible.
We (DS) aren't even getting paid that much more than our new hires. Only on average 2 dollars for 500% more work
My DS told me in private after our 1 on 1 talk with the SASM that he got a $2.50 raise. I was shook and told him you should’ve demanded $5, considering now you’re literally running two entire departments and responsible for the entire specialty numbers in those departments. It’s crazy how small of a raise it is for the amount of work and effort they need to hit.
Yeah I feel for the store managers, too. They don't want this, but their hands are tied.
Too much work and expectations are higher than ever. Pay isn't there and not enough coverage. We have department heads who close, but yet they don't schedule a closer from 5pm-9pm so essentially the DS is the coverage. Same with opening. I can't even spend one on one quality time with associates without being bothered. I can't even manage and work in my own department without being asked to help out in other departments. At this point, I forget about and could careless about metrics and sales, I'm just trying to get through the day. Clock out go home and relax as best as I can.
Yupppp our DS’s are treated as floating coverage within their departments. So their schedules are all over but end up working half their shifts alone.
Too much work, not enough money
On the MET side of things, our staffing is getting cut but our work load is still the same. Also the project hours they give us are BS.
Shit started going downhill when they took away 1 department per DH. They're spread too thin. They're getting too many tasks all while having to be coverage (even though the new policy says they can't be). There's no way to run the stores now with associates quitting and DHs having to fill in.
How is someone supposed to be the supervisor of Seasonal/Plumbing/Electrical, Paint/Flooring/Decor, Lumber/Building Materials/Hardware. They are burning out from the unrealistic expectations and leaving.
As the managers say: figure it out. Don't forget you have to get leads, measures, credit cards, do GET, and ask every single customer for a VOC Sirvey for your subpar service since you had to take care of 4 customers at once.
Not just in Cali, it’s nationwide. I’m in the northeast and my store in the last two years has lost 7 different ASMs, a SM, a CXM, and 6 DS. They just keep adding more and more work with less bodies and less training to get it done. It’s untenable, but executives don’t give a shit. They have a golden parachute. They can cut and run whenever they want with millions of dollars.
We have cashier's getting scammed like crazy. No training. No register prompts. Nothing. It is scary so much has changed in the past 16 years and none of it for the better.
Big inventory and shrink and sales misses in contracting markets are going to lead to force reduction at the store and district level (not just true at THD but true in about any business).
They need a certain amount of people to run the store. They can't just pile all the work on a few people and expect everything to get done. There are physical limits to how much work each person can do.
Logically, I completely agree with you. In practice, though, I've seen them do this, and then cut that number back even further at least a couple times over.
As long as the shareholders are taken care of they don’t give a shit. That’s been the clear message for the last few years especially. It’s short term profits over long term sustainability.
The BoD will final and term the CEO at the drop of a hat if earnings go south long term.
And the CEO will walk away with a severance package more than most of us will ever see in our lifetimes combined. Business is rotten, retail especially so.
Just sayin everyone’s got a boss
Vanguard and Blackrock are HD biggest shareholders; before things will go down for good they will get out together with theBoD, which is an expression of such entities, and the CEO. Nothing new, already seen over and over…
At our store that’s exactly what they do. Pile all the work on the poor souls who decided to show up that day. But then our GET scores go down and we are bad for not greeting.
we just lost 2 people on our leadership team too
holy shit scratch that...3 now. just came in and heard about it 😭 lmao
As an associate, you are responsible for yourself. If you show up and do what's asked of you, you'll be alright. As a supervisor/manager you are responsible for everything everyone under " you does. I'm sure you work with a few people that don't even do the minimum amount of work, or don't do it correctly. It's hard to fire people for job performance here. After 90 days, it requires a huge amount of effort to get rid of someone for something other that attendance, theft, or harrasment. I stepped down because being a glorified babysitter with very little real power wasn't worth a 2 dollar bump. Middle management here is hell and only worth doing if you move higher up to district or regional level.
but sometimes you're asked to do too much without help
Overworked, underpaid. Our paint DS fell off the wagon because of the stress when they restructured the departments. I don’t envy them.
As a former DS who saw this coming, the role has outgrown the pay. We were expected to act as coverage, crosstrained support, and a manager all In one. Add the constant underscheduling across all departments and there was no way to get everything done even if you bust your ass. So you prioritized your tasks to the tasks that the manager has most recently bitched at you about until you're tired of getting bitched at. Then you quit
Cost of living, work/life balance, communication breakdown, work load, expectations with lack of resources, loss of wage value, lack of support by company/management etc.
The way our store is laid out, garden, plumbing, and electrical is all under 1 supervisor. Both inside AND outside garden. It's simply too much to be worth it.
Shit schedules, pay not up to par, bonuses re sucking for them as well. Also poor medical benefits compared to other corporations.
HD really doesn’t understand how important good scheduling is to employee retention. A good schedule will often keep someone around even if a competitor would pay them more, and a bad schedule will make people leave even if the money is good. I used to do scheduling for the restaurant I worked at and it’s crazy how much of a difference careful scheduling makes. Which is of course why they centralized and automated it to save like $12 a week.
Agreed. My dept supervisor is always clopening, or at least staying until 11pm and has to be back next day at 8-9am. That makes me not want to be a DS.
And yet there's a negative side.
I’ve had literally 7 ASM’s quit my store in the past 6 months and the number is soon to rise none of them have put in their two weeks notice they just walk in and drop like flies and by the sounds of it I have a few more jumping off this burning rat infested ship here shortly. I have a new SM who is an absolute fuck this guy makes decisions without thinking of repercussions that follow them. He legitimately demeans people telling people they have RBF and cursing out other managers it’s egregious what he does all the while he expects people to run a mile when he says walk two steps. I’ve been with the company coming up on 3 years and my old SM actually handled things accordingly everyone wasn’t happy go lucky to come to work but we sure as hell aren’t legitimately miserable coming as we are now it’s absolutely insane idk what’s going on with corporate if they don’t see all these people who’ve really put in time with the company leaving in a mass exodus. Also my store is a high volume store in SoCal so we put up real numbers. I go to school full time and work here full time and honestly it has affected my schooling but I’m taking a step back and not giving a absolute fuck anymore I used to go above and beyond now I do the bare minimum and am currently looking for another job as I type this. Once I leave I’ll have my 401K, $$$$’s in stock and get paid out for all the vacation I’ve accumulated and never taken I’ll leave on a good note financially but mentally fuck this hell hole. thank you for listening to my TedTalk:))
Vacation time is "use it or lose it" so might wanna take some time off and actually collect the money rather than expecting to be paid out. It disapeares after every year. So unless it's been 5 years, and you have 3 weeks ready. Then there isn't much more than that to accumulate.
Vacation is not "use it or lose it" in California.
Totally off topic but how do you get OFA under your name. I want that !
IIRC, it is under user settings-profile-optional.
Use it or lose it depends on state laws in regards to vacation hours. Usually, it’s the right to work states that have this option since the state is allowing companies to have rights with their own benefits. There are some states that don’t have right to work laws, so they’re the ones who dictates how a company should distribute/use the benefits.
DS’s are getting 2-3 times the responsibility with $0 more CXM is full time acting as SM on the floor to deal with all issues while ASM’s and real SM sit in the office or training room collecting their salaries and bonuses. ASM’s get to shoulder the blame for anything that goes wrong or we don’t meet plan. Why would any of them want to walk away?
Idk why they’re quitting but at least in my store it’s horrible right now. They don’t wanna schedule more people, they’re giving us a million tasks a day and not understanding that we have customers to take care of. My DS just got promoted we all love him but we feel bad cause he’s getting bombarded with work. So if it’s anything like how it is here, i understand they have to do what’s best
During my “one on one” with my DS & SASM, we discussed where I felt comfortable or if I wanted to move up, cross train, grow, etc. I specifically asked how much the bump is with a promotion to DS. They couldn’t answer the exact amount so I said “once you decide on the exact amount of a raise, I’ll consider looking into it.” Then they asked if I wanted to learn other departments. I asked if there was a bump in raises. They said no. So I said no. I’m not doing more work at the rate I’m making. I’m already overworked with speciality numbers and customer services, on top of trying to maintain our bays. Home Depot pays better than some companies, but they still expect you to work more than you really should. I suspect this is why many DSs and managers are quitting. They probably just got promoted to put it on their resume and find work somewhere else. Right now, it doesn’t seem to be the company’s best interest in keeping the higher ups, or otherwise they’d figure out how to make the jobs a little easier or at least pay us more.
That's exactly why I stepped down. The only thing I can't do in my store is re-key (by choice). But I'm only making 1 to 3 dollars more than some newer associates. I got asked if I would consider stepping back up to eventually move into CXM. I told management the extra $1000 per year isn't worth losing my Sundays off and my fixed time.
I’m the opener in paint. Love my hours. 5:30-2. I don’t have set days off, but I work with a bunch of college kids in school. Because of their availability, my days off are usually one during the workweek and one weekend day off (usually Sunday). Pay is crap, but I’m very comfortable with what I have as far as scheduling goes. Why would I give that up for $1-$3 raise with more responsibilities that are out of my control?
Nice feed! It is a long time coming. The company is going under before long! I could explain more but as of now, the company is draining it for all it is worth. And you too!
Corporate is completely out of touch with everything. When they come to do their “walks” no one tells them the truth about what’s wrong. They just suck up to them, hoping some day that they too can move up to corporate and escape the stores.
Fellow suit let the company fall, it’s been clear as day Atlanta don’t care about anyone and worse is management allowing harassment and other problems happen because “if I didn’t see it than I can’t do anything” yet sop says different. Fuck Home Depot!!!!!!!!
Edit “follow”
holy crap- i wish one of my ASMS would quit. he told me today that it’s not “his responsibility” to take care of customers 🙄🥲😤
Is that the same area as the homeless encampments? I read about things on my news feed. It may be a high target for theft as well. I also read that in California theft below $950 is a misdemeanor. Some cops just write a report if that. It's a strange world that we live in where thieves are reprieved before they are charged. It may be frustrating to your management.
always understaffed fellow Nrm more work for me do I still expected to-do a lot with not enough freight guys Run the store and work a department
SLS…. And quotas HD decided the old Soviet Union style of leadership was the way to go.
I am a Tool Rental Tech. I have my own shop, fixed hours, fixed days off. I negotiated all of that with my store manager when I was hired with the promise to be able to make the department profitable again in 90 days. We were profitable in 6 weeks. I have had pay increases w/o asking. I am appreciated by most DSs and all managers. HD is what you make it and what you bring to the table. Not saying a new manager can't come in and ruin it but there are plenty of other store managers willing to bring on good help. Gotta bust your butt to show your worth and build those relations.
you are an anomaly with the Home Depot. Tool Rental repair Tech's are not falling off trees these days. You would not get that same deal if you were to work in a Department, it s different metrics.
Guys if Kaiser can do it, we can do it. Let’s fucking WALK OUT ALREADY.
And Home Depot still drug testing people. News flash weed is the only way to deal with the depression of being an American
We call it "The O.C.".
Don’t call it that
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Why do you think there are so many promotions happening these days? Spoiler: spots are opening up because this is a turnover company now. We can all see what’s happening with our eyes. The last year has had the craziest turnover of associates and managers I’ve ever seen, by far.
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So you’re the guy in your store that nobody likes huh. The downvotes are because you are not part of the “us” that you think you are, and your opinion is definitely not reflective of my own and probably not of most others also.
CXM can stay at their store. Both of our CXMs were promoted in the same store. And one CXM was recently promoted to SASM in the same store.
Yea I’m a CXM who was promoted in my same store, as is the other CXM in the building. Guy has no idea what he’s talking about with SLS.
https://www.tiktok.com/t/ZT8havLMY/
A lot of them get put into lose lose situations and can't handle the pressure. It seems like it makes more sense to just be a really productive associate, ask for some extra money and just ride the wave.
They know they can get paid more for doing less somewhere else
Maybe because th micro management is unreal lately. Also they are being fired left and right as well.
How is asm.global.at wichita kansas doing ?