Looky at me posting two weeks in a row
I'm on a roll :D
So far so good with the new job. I can see why some of the employees don't like the GM. I like him. He's just not very people oriented. He's definitely an operations oriented manager, and he will admit to that. He's very knowledgable about logistics, procedures, etc, but he has little patience for stupidity and childishness. As I have been learning, Barnes and Noble is very soft handed about a lot of stuff and it's hard to eliminate employees who are not performing well because we have to be careful of everyone's feelings. *insert eye roll here*
They stress that the company has to meet a goal for Membership enrollments. Fine. Had that at the Gap with Gap Cards. However, there are no consequences for consistent bottom performers other than continuing with training and coaching. *frowns* Yeah, other than not being bugged by your manager, how is that going to get their buy in and get them motivated? I asked questions about rewarding and having consequences. Not allowed. HR won't even let you highlight the names of the bottom performers in red cause it singles them out. Well, yeah, that's the point. We operated with the pink list program at our store in the Gap. Each month that went by you got a worse color and worse consequences. You went five months, you were fired for not doing your job, essentially. (we had it coached in better terms, but I'm tired, lol) But think about it. You went five months without getting at least 1 GC. Then you obviously weren't doing you job of connecting with the customers (which is in the job description as well as promoting the GC) so yeah, you were just wasting my payroll.
Sorry if you disagree, and I'm not putting it there to start on controversy, but I'm a little bit conservative in that regards. If you aren't meeting the needs of the business, you have no business working there. *shrugs*
But anywho, things are changing at that store. Corporate mandated a new policy that starts in another week along with a schedule adjustment and the current employees are totally freaking about it. *rolls eyes* They are already digging their heels in and are being negative Nancy's about it all. The other Assistant Manager has worked in two other Barnes and Nobles in two different states and says she's never seen a group like this before. They will hop on anything and everything to complain. Won't they love my "Yes, I understand how you feel, yes, I see your point. But guess what? It's your job, let's just get it done, okay?" :D
I have a feeling we may lose an employee or two. Oh well. If this is what upsets them, we don't need them. Cause really, the changes that are being made are really nothing new. We had these same policies in place at the Gap. You just have to know how to work within them.
So past the boring news for you, and to something exciting. I'm going to polish up the next part of the Fish Climbing Trees series and get it posted sometime this week. So yay!
Hope everyone has a good week!
So far so good with the new job. I can see why some of the employees don't like the GM. I like him. He's just not very people oriented. He's definitely an operations oriented manager, and he will admit to that. He's very knowledgable about logistics, procedures, etc, but he has little patience for stupidity and childishness. As I have been learning, Barnes and Noble is very soft handed about a lot of stuff and it's hard to eliminate employees who are not performing well because we have to be careful of everyone's feelings. *insert eye roll here*
They stress that the company has to meet a goal for Membership enrollments. Fine. Had that at the Gap with Gap Cards. However, there are no consequences for consistent bottom performers other than continuing with training and coaching. *frowns* Yeah, other than not being bugged by your manager, how is that going to get their buy in and get them motivated? I asked questions about rewarding and having consequences. Not allowed. HR won't even let you highlight the names of the bottom performers in red cause it singles them out. Well, yeah, that's the point. We operated with the pink list program at our store in the Gap. Each month that went by you got a worse color and worse consequences. You went five months, you were fired for not doing your job, essentially. (we had it coached in better terms, but I'm tired, lol) But think about it. You went five months without getting at least 1 GC. Then you obviously weren't doing you job of connecting with the customers (which is in the job description as well as promoting the GC) so yeah, you were just wasting my payroll.
Sorry if you disagree, and I'm not putting it there to start on controversy, but I'm a little bit conservative in that regards. If you aren't meeting the needs of the business, you have no business working there. *shrugs*
But anywho, things are changing at that store. Corporate mandated a new policy that starts in another week along with a schedule adjustment and the current employees are totally freaking about it. *rolls eyes* They are already digging their heels in and are being negative Nancy's about it all. The other Assistant Manager has worked in two other Barnes and Nobles in two different states and says she's never seen a group like this before. They will hop on anything and everything to complain. Won't they love my "Yes, I understand how you feel, yes, I see your point. But guess what? It's your job, let's just get it done, okay?" :D
I have a feeling we may lose an employee or two. Oh well. If this is what upsets them, we don't need them. Cause really, the changes that are being made are really nothing new. We had these same policies in place at the Gap. You just have to know how to work within them.
So past the boring news for you, and to something exciting. I'm going to polish up the next part of the Fish Climbing Trees series and get it posted sometime this week. So yay!
Hope everyone has a good week!