We provide no proper training for new employees and then we're shocked when they either do not know what to do or decide to walk away after a few days or weeks at the most. How about we invest a bit in new team members? Is that too much to ask for? So we can keep one or two occasionally?
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Lowe's standards now are like throw a bag of cr@p on the wall and lets see what sticks...God Bless
I get credit all day long 250 last year 150 this year it's easy as drinking water marvin likes it ! Everyone who wants to be employed at Lowes just get A few pro apps per week mix in a few consumer apps along mvp sign ups you're golden job for life at Lowes. 🐺
Lowe's stopped looking for sales and trade people a long time ago. All they want now are stockers and clerks--not much different from a grocery store. Central Quoting will eventually get all workflow that involves creating estimates and quotes for installations and then you won't need specialists at all. If you're a specialist, you need to be looking for something else.
"Customers are probably getting advice from YouTube now, so when they come in they are fixated on what they believe they need. Thanks to YouTube, there is no longer a need for employees with any trade or product-specific skills, so the company cuts those training resources to save money."
They may think that works, but doesn't. I get people in all day, every day asking me all kinds of plumbing questions. The answer is I don't know, they ran the one guy who knew all of this stuff off with the poor pay and all I can do is point you toward the section of pvc. I'm just here for a paycheck.
Just from these comments, it seems that the nature of the retail home improvement store is changing from being there to support DIY'ers to just stocking products for purchase.
Customers are probably getting advice from YouTube now, so when they come in they are fixated on what they believe they need. Thanks to YouTube, there is no longer a need for employees with any trade or product-specific skills, so the company cuts those training resources to save money.
Melvin doesn't care. He only cares about the stock price.
Training costs money. That's less money they can use to pump the stock higher with buybacks
We don't train ASM's or department sups either!! It's incredible that a company of this size has somehow opted out of training it's staff. Marvin- are you watching...??? Joe?? Bill?? Anyone...??? This is retail 101. Who's idea was it to suspend all real training?
Everyone with actual product and, or trade knowledge left my store when the pay increases went to hire in new people with no useful knowledge of anything. There is no one to learn these things from anymore.
Real, appropriate training costs money and resources. Can't have that!
Lack of training and pay will lose employees every time. No support from management either.
New hires sleep in their cars just fine. ASMs taught them well.
When I started with the company 20 years ago, we were scheduled 1 hour a week in the training room, after the initial orientation/training period. We had books instead of videos, 3 levels of knowledge for the department. Quizzes were on the computer and when you passed a level, a certificate of completion would print out. For the first month we were scheduled to shadow an experienced member of the department.
Then again, under Tillman-Stone Corporate, depending on sales volume, every department had at least 2 openers, mids and closers. Cashiering and customer service desk were fully staffed, too, as well as having loaders for lumber, the frontend and garden.
Under current Corporate, all that matters is propping up the stock price.