...how S stock is going to increase, as some of
you predict, when we Part Time Sales Associates have
been notified that Sears is eliminating all benefits
for Part Time Employees???? Is the money saved going
to enhance their stock price that much?????
only people that are eligible for benefits are
Managers and Full Time Sales Associates. Management has
said that there will not be any more Full Time Sales
Associates than there is now and will not be replaced as and
when they leave.
Management is right about Sears
being a "Compeling Place to Work."
"Compel" -- To
force, drive, constrain
"Constrain" -- To compel by
physical, moral, or circumstancial force; To keep within
close bounds; To check the freedom; To compel in a
Just give Management a whip and chair
and they'll be happy little buggers! Meanwhile, the
customers are doing a mass exodus to Home Depot, Lower,
Best Buy and Circuit City because they can't find
anyone to help them or take their money. How does this
I could not help myself from commenting on this
When I worked for Sears, I was a Sales Manager in one
of the first test stores to implement Stars before
the rest of the stores rolled out the program. A few
1) Stars was mirrored after programs that
discounters and grocers use to schedule help. It works great
in that type of enviorment because most of the help
is scheduled in the front check out lanes, when the
traffic is in the store. The difference between S and
discounters is, in big ticket areas, customers often shop
more than once, before deciding to purchase. Hence,
they might come in to look during off peak hours, and
not find enough help.
2.) When used as a
customer service tool, it works great. You have the right
number of hands on deck, following previous traffic
patterns. When used as a payroll monitoring tool, everyone
looses. Becuase some of the physical layouts of some
departments, a minimum coverage of two is required. In our
store, it was decided that, in order to control payroll,
every department would be set up on a minimum coverage
of one. Needless to say, it was difficult for some
customers to find help, not mention what happened to
3) In a previous post, some said
they were scheduled six days in a week from open to
close. Thats becuase they don't have enough help on
payroll. If you dont have enough people, Stars will
schedule what you have to cover the floor until it runs
out of people. When we were short handed, which is
almost always, it often did not schedule anyone on
Tuesdays and Wednesdays.
It was a time saver
though! A task that previously took hours to do, was
changed to just minutes.
This company indeed has become "home of the bean
counters". The treatment of the employee is continuing to
decline. Sears Attitude surveys have showed this over the
last seven years. A lot of lip service is given to the
survey and little action.The people in the trenches
continue to be hurt each day with little concern for the
well being of the associate being showed.
I'm sorry that it pains you. Number 6, I believe,
you can handle yourself. Yes, I did good on the up
day for Sears. As for my motto...
"The early bird
may catch the worm, but it's the second mose that
gets the cheese!"
As for Sears it is "D@*n the
management, Customer Service full speed ahead."
family moved out of Long Island before I was
Counting my lucky stars "way" down south.
This has been going on for some time. Taking into
consideration all that affects the scheduling, budgeting and
availability, why is it that the dept. mngrs are fighting for
coverage on the floor (at my store)? Example:
Between Paint, Power Tools and Hardware, there is only 3
associates scheduled to work for 9 hrs (1 hr off for
2. STARS schedules these three for breaks and
lunch, yet you can't leave the floor unless your dept.
is covered (and staff is not going to cover for
3. STARS leaves gaps for 1, 2, 3 hrs.
Associates are begging to work.
5. Dept. manager pens in
extra workers for coverage. For the grace of God, the
dept. mngr stands up to the O.M. and the store mngr to
justifies what they are doing and proves that it is
justified by sales.
6. Whoever heard of National
Hardware Week with only 1 associate in each dept., Paint,
Powertools & Hardware, on a Saturaday?
Like I said, I am
lucky to have a dept. mngr that takes a stand;
schedules accordingly to meet the needs of the CUSTOMER and
not the budget!
My full time job is in
management. Sure we have budgets, eveyone does. I do not,
however, expect to make 18 holes-in-one in a row or bowl
300 games all the time!
first, i no longer work
in the retail environment and STARS is a retail
sales associate scheduler. in my experience STARS
wasn't set up for use in the 'backrooms'(although they
did try in my old store.
to your post, that
'tiny' detail is HUGE... you, my friend have a bad OM
and you can quote me on that. if you can talk to the
GM w/o fear, calmly & rationally go into their
office w/ your dept. mgr and explain the increased sales
offset increased expenses theory and pray. i come from a
small store where my department's annual sales went
from $2M to $3M in about 24 months thanks to increased
floor presence and a strong focus on stocking/shrinking
lines of merchandise according to sales.
fought w/ my OM until i finally convinced them that
increase sales means increase spending is possible. the
OM's incentive (at least when i was in the store) was
based ONLY on store profitability!! a serious problem
in my opinion.
In some cases I may agree with you... Although,
the people who are accountable for the amount of
hours they wish to be scheduled is the associates.
Everyone finds someone else to blame.. Think before you
type your reply...
Stars worked fine at my store. In fact, my store
was the district training ground for all new Stars
Specialists. If the process isn't working, it's probably
because the system isn't being worked right. If you've
ever had to make a schedule by hand, you'll love
Stars. (It took me 2 hours to do 4 schedule units by
hand one week. Stars, at the most, was a 30 - minute
If the OM is cutting hours, it's because the Sales
Manager is over budget. I used to do that all the time;
if I couldn't justify my reason, the OM would swing
her mighty ax.
Not that it's bad. As a
manager, I was inclined to have the greatest number of
associates on the floor. As owner of payroll expense, she
was obligated to make sure I was within
It's a "check & balance". Sure, tempers flared more
than once, but profitability ensued.
I notice that you state the STARS "was" good for
you. Sounds like you quit using it. I did forget one
very minor detail. After STARS does its thing, the
O.M. does his with a butcher knife. Then the Dept.
Mngr. has to beg, plead and justify (sometimes to no
As for my goals (MA's; PPP's; Sales per Hour
and Credit Shares), I greatly exceeded all of them,
yet the O.M. cut my hours (PT 18 to 20 in '99) in
half, in '00, to "give the others a fair chance." It's
the O.M that manipulates and has the final word on
who works when; gets the most (in my case, least)
I guess Sears had to put the dinosaurs
i used STARS for two years and found it easier to
use than my memory when it came to scheduling. the
process allows for manual adjustments and this was
required way more often than it was supposed to be needed.
BUT if your manager has to 'pen' people in they are
not following the full STARS process or they are
allowing associates to get out of shifts after the
schedule is posted. this is against (except for cases like
illness, death in the family, etc.) the STARS process
rules & company policy.
PS another possibility
is your manager may not appreciate your abilities
and is purposely allowing the schedule to come out
that way. either way you slice it the manager (the
STARS user) is responsible for what's coming out...
on my spellcheck. It's the new paulohl version.
Ha Ha. But seriously folks, looks like S should come
briefly out of the dumps. Better sell short before March
1 though. Wish I could, but I'm an employee, so I'm
stuck with it.