RE: Can I just say, and I'm just being honest...
September 13, 2018 at 7:09 pm
(This post was last modified: September 13, 2018 at 7:19 pm by Kernel Sohcahtoa.)
About a month ago, it was announced that our organization will be closing our store location; two other store locations are also being closed. Liquidation begins October 2, 2018 and our store will be opened to the public until December 30, 2018. Afterwards, we will have until Jan 31, 2019 to get the place cleaned up; the keys must be turned in to the liquidators NLT January 31, 2019.
When the announcement of our store closing was initially made to our store by corporate representatives, they remarked that anyone who wishes to secure a job in another location must stay with the store until the end, be in good standing with the company, and then interview with other stores afterwards: management would assist in setting up interviews and corporate would put a hiring freeze on open positions, so that our associates would be considered before any outsiders. So far, the general manager of our store, who in general, is not well-respected by our management team or by the associates, has secured another general manager position of another store location; this fact actually demoralized the rest of the management team along with the associates: IMO, it sends the message that there are double standards in our organization and that the associates are not as important as top management. Unfortunately, our store assistant general manager, who is very capable and knowledgeable and possesses exceptional leadership/business skills, and in general, is respected by the associates and management in our store, has not been offered a position yet. Why does it seem that the most capable and talented individuals get overlooked and passed over for other people who are not as capable but are more well-liked by the people at the top?
That said, we will need as much personnel as possible to run the store, especially when we start getting into liquidation clearance. I have tried to communicate to management that we need to consistently make gestures toward the associates that let them know how much we appreciate them: last Saturday I bought the entire store pizza and let them know that it is because I think they are doing a good job; they are handling the store closing well (giving everyone in our store location off on thanksgiving would be a great gesture, especially since the store ends up losing more money being open on thanksgiving). It is my hope that management will brainstorm ways to take care of our people and that any ideas that can help our store function well are given fair consideration. However, I realize that I will have to accept the possibility that top management may not care.
Thanks for your time and attention, AF members and anyone else.
When the announcement of our store closing was initially made to our store by corporate representatives, they remarked that anyone who wishes to secure a job in another location must stay with the store until the end, be in good standing with the company, and then interview with other stores afterwards: management would assist in setting up interviews and corporate would put a hiring freeze on open positions, so that our associates would be considered before any outsiders. So far, the general manager of our store, who in general, is not well-respected by our management team or by the associates, has secured another general manager position of another store location; this fact actually demoralized the rest of the management team along with the associates: IMO, it sends the message that there are double standards in our organization and that the associates are not as important as top management. Unfortunately, our store assistant general manager, who is very capable and knowledgeable and possesses exceptional leadership/business skills, and in general, is respected by the associates and management in our store, has not been offered a position yet. Why does it seem that the most capable and talented individuals get overlooked and passed over for other people who are not as capable but are more well-liked by the people at the top?
That said, we will need as much personnel as possible to run the store, especially when we start getting into liquidation clearance. I have tried to communicate to management that we need to consistently make gestures toward the associates that let them know how much we appreciate them: last Saturday I bought the entire store pizza and let them know that it is because I think they are doing a good job; they are handling the store closing well (giving everyone in our store location off on thanksgiving would be a great gesture, especially since the store ends up losing more money being open on thanksgiving). It is my hope that management will brainstorm ways to take care of our people and that any ideas that can help our store function well are given fair consideration. However, I realize that I will have to accept the possibility that top management may not care.
Thanks for your time and attention, AF members and anyone else.
