1.5 you should listen when we all told you.
It's a poor place for anyone who really puts in an honest days work. You really have to move on, your better than them and your hard work WILL be appreciated by another co.
24 replies (most recent on top)
1.5 % What a waste of hard work.
Stand up for your rights. CEOs should not profit over your job loss.
https://www.facebook.com/Block-Staples-Office-Depot-buyout-422842611249626/
"a public revelation would reverse that" should read "would not"
"scores were too high for the quota"
I will gladly admit that if a business unit is doing poorly (be it a store, district, region, or entire company)
that everyone should not be getting "exceeds expectations". Obviously the goal results section of the performance appraisal takes the empirical data into consideration and if the numbers are bad, it will bring the rating down.
There were some GMs that would pad bad results with their objective opinions, and vice versa, nail someone they did not like, but had good sales results, by trashing them on the Values section. It's just human nature...but it sucks. However, initiating a "quota" system is even more wrong.
Yahoo is in a big class action suit over exactly this issue. If there are internal memos from Staples about this it would go a long way to unleash the dam of underhanded dirty tricks and toxicity that has been building up at Staples since 2009.
I would call on those in the know to leak these emails / memos and record conversations to this effect. Remember, sooner or later it WILL BE YOU in the exact same position of vulnerability. There was already a round of DM layoffs this year. As they close stores, there WILL be more DM cuts.
Staples has screwed over many people over the years, a public revelation would reverse that, but it may bring some closure to those that were screwed over and actually blame themselves.
The worst part of the review process for me as GM, came after all the reviews were written and submitted. The DM would hold a conference call with the district GMs and announce that the scores were too high for the quota... We would then sit there and have a discussion, as a district, about who we could take points from, here and there, to get into the range that they wanted... So many times good employees had their scores lowered just to meet the goal... It always sickened me. I often wondered how much money I had lost in raises due to a similar type of technique used on GMs (above and beyond the aborted bonuses...)
This happens all the time, they do not care about quality and preformance
Was a g.m. for staples fot 15 years. First 12 were great last 3 misserilble. I left two years ago when they started treating people like dirt. They made me term one of my assistant s they picked the one that had been there gor 10 years who was awsome. Kept the one who had been there one year she made 33,000 the other made 48,000. They said it was performance based. I know better get out while you can.
Expect nothing and take what you can. Then get out
I had worked for Staples for more than 10yrs. The beginning of my career was great, the job was awesome. After Corporate Express was bought that is where things changed. My Management for the most part were yes men, or yes women, and if their manager told them this is how it is going to be, then that is what would happen, didn't matter if somebody's life was made miserable. People were laid off on a whim, and then soon after, there would be promotions! Go Figure! F**king idiots!!!
Leave while you can get a better job, and be happy!
In May of 2014 I was transferred to a new store. Never received a write up, or a mid year review that Autumn.
During BTS 2015, myself and every other key-holder (except the GM) received a note to file regarding closing conditions for a specific day. I had not even closed that day, and most of the issues were on the tech side.
During the year there were the normal issues for a busy, understaffed store. ZBs were inconsistent, trucks were taking days to put out, until we started staying late on truck days to finish them. This worked out well, until week after week the number of staff on truck drew dwindled while the number of pallets grew.
We were also heavily over-shipped for our volume and constantly received nasty pallets of clearance from closing stores. These conditions were common across the district. Despite the struggling, the store did well, but I was trashed on my eval in 2015, despite having no write-ups except the one note to file that everyone else had received and no mid year eval done. As others have said here, I also bounced around between helping in CPC and shipping, tech and register because of lack of staffing.
The SM would go no where near CPC (having taking a demotion because he didn't want to deal with CPC at all) and rarely held anyone accountable on pull lists / closing procedures. I really regret not showing the DM the pics I had of store conditions when I opened after one of his closings.
Let us all know about your review. ..I'm curious as to how everyone did. Let's compare notes!
If you're currently on a PIP, forget about a raise. Heck, my flipping manager didn't even give go over my review after I did my part. Never signed it, nothing. After he canned me, he was lucky Staples didn't pursue getting my UI claim denied, that wouldn't have looked good for them.
Was a g.m. for staples fot 15 years. First 12 were great last 3 misserilble. I left two years ago when they started treating people like dirt. They made me term one of my assistant s they picked the one that had been there gor 10 years who was awsome. Kept the one who had been there one year she made 33,000 the other made 48,000. They said it was performance based. I know better get out while you can.
You should expect to lose your job within the next year.
"we all know that much of it depends on how much you already make and if they want to get rid of you. Basically the review / raise process is now biased and corrupt."
11+ years as a retail manager at Staples. All good reviews. Last year my store makes Sales/margin goals and Csat is in 80s.
GM/DM proceed to rip me on every aspect besides the empirical data to give me a "does not meet".
I stay late, come in early to get things done. Put out fires left and right. But I am over 40 and make over $50k.
SM sits in the office 75% of the time, the tech sups keep quitting because he is such an ass ESP and tech did not meet budget - gets meets expectations. Major asskisser
If your like me they will tell you you are topped out and will never get another raise.
1.5% across the board in NAC it seems
Exceeds Expectations - 2.5%
Meets Expectations - 2%
Meets Most Expectations - 1%
Does Not Meet Expectations - 0% , on a PIP and out the door.
As others have said, it is supposed to be all about the #s and skill sets.
But we all know that much of it depends on how much you already make and if they want to get rid of you. Basically the review / raise process is now biased and corrupt.
I heard that the Global Infrastructure Group, who the Director is Mark Mervine, they got a 1.5% across the board and there were promotions as well.
As for my group, I am still waiting.
Did you make budjets, csat, how did you inventory go? In stock? Are your truck delivery put away in 24 hours? Payroll on line..no o.t.... trainings 100% ..turnover below 10% copy department make budjets? Oh yea.....staples stock? ?? How did your l.p. audits go last year???.. a lot of numbers go onto bonus eligibility, you should know this if your a manager. I apologize if your new to the job and shame on your boss for not informing you!!
That all depends does your district manager like you? Does your store manager like you? But actuality it's supposed to be about your store metrics. Good luck and I hope you have been documenting the last 12 months, all the good and the bad
You are kidding right?
Depends on the department. NAC, retail, NAD?
You should expect to get laid off, ha ha!