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Pedro Rodriquez Profile

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Lowes Companies

How do get Lowes training to move into a managers job?

LEF, Never Stop Improving, Just In Time, ect-great phrases but usually little substance behind them. I love the one "Never Stop Improving". What does that mean? Our SM has the people skills of a toad-has had for the 6 years she has been there-had the same at the last big box store they came from. Our EOS scores demonstrate the poor interpersonal skills our management staff has. What are they doing to improve their management, people skills? What professional organizations does management belong to outside of Lowes? What professional plan does their management staff have for them? What professional magazines do they subscribe to? What continuing education classes are they taking. (I am talking about all layers of management-DM's included. Never stop improving-is this just for the the floor people and what exactly does that mean? Learn the Iphone, Lowes.com--anythin g else? Great catch phrases, one liners etc but not much substance behind them. They make great posters, banners etc but what else?  (Apr 29, 2013 | post #14)

Lowes Companies

recent firings since march 13

Depends on if that hourly "SLOB" used to be in management, HR, small business owner. I am a CSA, hourly, but have more experience than most of our management-includi ng the SM. Hourly Slob-you sound like some the management who post here.  (Apr 29, 2013 | post #17)

Lowes Companies

HR Management Lawsuit Website (FSLA CLAIM) Against Lowes

when things are slow is when you should be training. You have folks on the floor playing pocket pool when it is slow, you have expert plumbing, electrical, paint, millwork and hardware personnel who could do training. You have hardware personnel who could teach all managers on down how to re-key locks etc. You have the experts, you have the time--you could be cross training all winter long instead of watching people stand around and talk. Use the time wisely since you are paying their wage. If I were to guess-no one from corporate has suggested it so it won't happen. Manage your resources and make them the best in the area. BTW-when you ask someone to share what they know and you call them an expert-you realize how that has just improved their self esteem. They may him-haw around saying they hate speaking in front of group-so you help them and let them take the praise. Praise does wonders to morale.  (Apr 28, 2013 | post #48)

Lowes Companies

what do asms do all day??

If 5 yrs of "low" EOS scores don't raise a red flag the alert line won't either.  (Apr 28, 2013 | post #25)

Lowes Companies

Loss Prevention

when your tools alarm hasn't worked for years that says something about the importance of stealing. LP is not a priority, unless you are an employee.  (Apr 27, 2013 | post #18)

Lowes Companies

what do asms do all day??

and if you do not take care of them they can let you blow in the wind so to speak. You are only as good as your people--you want to look good-treat your people well and they will help you succeed.  (Apr 27, 2013 | post #23)

Lowes Companies

HR Management Lawsuit Website (FSLA CLAIM) Against Lowes

If you fail to learn from the past you will repeat it. Look at the past, what was good, what was not so good? What made us better, Can we improve upon the past. I repeat the past because I was fortunate to work in a business where we went from a Theory x, top down management style to a participative style that used the brains of all the employees-the goal-improve our company not a person, but "our" company. I saw it go from a me/they to a US. I saw the General Manager give a standing ovation to a team who made a process improvement idea. I saw employees who went from a "I don't give a ____" to I care, it is my job or our company. I saw a communication that I have never seen repeated. I saw hourly employees go from being a I don't give a rip person to a manager who felt comfortable talking to the GM or any manager. I, saw the pride these folks had when they stood up in front of management and told them about a problem, presented data, costs, quality and then presented a solution with a cost benefit analysis AND an implementation plan. They were a TEAM, they demonstrated it and grew. It was some of the greatest working days of my life. My job-to be a liason between management and labor. To teach the production how to collect data and translate that data to dollars-the language management understands. I got to work with managers and watch them go through a metamorphosis, watch them change and "trust" their employees. We changed the culture and I was one small cog-we did it TOGETHER. That is what I wish for Lowes-real teamwork, not because of me but because of us. Every challenge needs a champion, a spark plug-maybe, just maybe in my circle of influence and control I can help start that positive change.  (Apr 27, 2013 | post #46)

Lowes Companies

HR Management Lawsuit Website (FSLA CLAIM) Against Lowes

DM-I wasn't the greatest manager but I did had great teachers. I managed very similar to some of what I hear on Topix. I hear the frustrations, I feel the frustrations and realize my style should of been different. Part of this is age and maturing, part is working with managers who managed like I did-the best boss I ever had was a Theory X, Dominating manager because he taught me discipline,decisio n making, holding people accountable. From my vantage point his flaw was could we trust him? I learned a tremendous amount about management and business. He pushed education, goals, continuous improvement. Problems at Lowes is NOT always the person, sometimes it is the system that they work in. I would not want to be a manager because you cannot be a manager-you are solving customer service problems, unlocking receiving, lumber, signing off delivery trucks, redoing IRP's etc. That is not the individual manager's problem-it is Lowes system. Who are they learning from? What consultants are they listening to? What seminars, trade shows, professional organizations do they belong to? What trade journals, books are you reading are you reading on process improvement, management, change, teambuilding, etc. MY guess-no professional organizations, no trade journals other than Lowes net, no cutting edge management, leadership, problem solving books, probably no tours and seminars from successful organizations. Nope, you don't have time and corporate hasn't told you what to do and to do something outside the corporate approval is frowned upon. DM-you are a manager-you have people under you-do you have weekly meetings with them? Are you having them read books, journals etc that will improve their deficiencies? It is your job to grow them isn't it? Are you looking at successful organizations, evaluating them and asking what you can take and use? Probably not-because I don't believe that culture exists in Lowes. Now, you will probably criticize me because I don't know what it takes to be a manager at Lowes. And, you will say I am stuck all over myself-and the answer is, no, I am not. These things I have learned watching and reading about others. Remember, I had a good manager who believed in training and accountability. We also did not have a choice-it was improve or lose our jobs to Japan and our American Pride was to great to roll over and lose the jobs. I think I have alot to offer Lowes but, so does each and every employee from the toilet cleaner to Mr. Nibby. We all join Lowes with a different set of skills and it is up to management to meld us together into a well oiled machine. I am no more important than you or the FSA-"Together We Each Achieve More" Teams, remember. I want Lowes to succeed because then I still have a job. I used to want to leave Lowes, now my challenge is to stay and figure out how to use my skills in my circle of influence and control. Can I improve the systems in my dept so our inventory is more accurate, so I don't have to climb a ladder to see my inventory, to organize our inventory so I can stand on the floor and see what we have (write large enough so my eyes can read the print), Can I help new employees learn Genesis by sharing my training manual etc? What can I do to be more organized and efficient?  (Apr 27, 2013 | post #45)

Lowes Companies

HR Management Lawsuit Website (FSLA CLAIM) Against Lowes

You know DM-as much as I criticize Lowes management I also realize the constraints they are under-corporate constraints. I do believe a big problem at Lowes is poor training from management to the floor sweeper. That is their corporate system and every corporation has a system-some are new, some are borrowed and some are bastardized. I do see what you ASM's go through-having been in management I understand maybe more than more because there are always things that are done by management that no one sees.I think many management are doing the best job they can with the tools and training they get. But, there is tons they could do IF they would get out of the big box store mentality. When I was in mfg we toured Japan, AMerican Aircraft mfg, education etc. We studied what made them excellent. We read and tried to apply much of Tom Peters stuff, Harley Davidson, Johnsonville Brats, Dr. Juran, Dr. Deming etc. We wanted to understand what made them excellent, what their metrics were. We looked outside window hardware mfg because we wanted a different perspective. My observation is Lowes looks to other big box stores, their management, their metrics, quality etc. They could learn a ton from mfg-in the 70's and 80's Japan, Viet Nam, China etc were eating our corporate lunches and if we were going to stay in business we needed to understand the changes and adapt to change. II have bee at Lowes 5 years and what has changed? We have I-phones that sometimes work, we still have a bastadized Genesis system, we still hand count every item, we are doing in retail what would of put mfg out of business. Retail doesn't get it-the employees are the problem instead of the solution, our turnover rate is extremely high, we pay at the lower end of the scale etc etc etc. ' DM made the comment about pay and how our work is not really complicated and therefore we don't need to pay people well. Really-if you paid every employee 50% or more than your competition, had excellent benefits,had state of the art systems would you attract a higher caliber of person? Would you look like a high end retailer instead of low end retailer like Walmart, Home Depot etc? Nibby and boys each year decide how big the payroll pot will be. They decide what % will be paid to them and their executive counterparts, they decide how much they are going to pay the floor people. They decide the compensation, benefits, holidays etc. And, they don't give a rat's ass how it affects Lowes families. Pay them poorly, treat them poorly and hopefully we will make a profit. I contend their business model is flawed. They ought to pay more attention to how they treat their employees, their training, their families, holidays, pay, benefits etc. My gut feeling is that if they changed their retail model from the Walmart, Home Depot etc model and more to the successful mfg companies, they would not need to worry about profit or their pay. People who feel good about themselves, feel they are being paid what they are worth, feel like they DO make a difference will come to work, will reduce call ins, sick time, work comp injuries etc. Listen to how management talks about us here on topix-do you ever hear how valuable we are? Just the opposite. Time to go-more to say but my kids are calling.  (Apr 27, 2013 | post #43)

Lowes Companies

HR Management Lawsuit Website (FSLA CLAIM) Against Lowes

I am with you Brad-I have seen Lowes employees flat out refuse to do a job. In one of my past management job, that would of been grounds for a write up and possible termiation-Insubor dination. Lowes management doesn't have guts or they are running scared from corporate beatings. Lowes is the strangest place to work-on time in 8 minutes late. You can be 8 minutes late and still be considered on time. Strange company---and you ask why I question their management abilities? Once again, in a previous life-on time was just that on time-not 1 minute late and,, you were expected to be at your work station ready to work, not going to the bathroom, getting your vest, chatting with your favorite manager about your drinking escapades last night etc. Another example-no deliveries-no problem, hide in receiving or wander around looking busy. Where is the Admin manager-why doesn't he/she know they have people with nothing to do? Why aren't they finding them something to do? Why-because they can, they are hiding in the ASM office and it is not one of their accountabilities on their sign off sheets. Lowes is really lax on a quite a few things. They do not know how to manage-they only know what corporate tells them to do. No thinking allowed or necessary.  (Apr 27, 2013 | post #39)

Lowes Companies

weekday team??

This list includes DM's ASM,s and new employees. Praise the ones that merit the praise and discipline the slackers. It is really a simple process but you need leaders in management, not just managers who were promoted because of favoritism or being in the right place at the right time. Lowes does neither-praise or discipline and that is one reason morale is in the toilet and the EOS scores are low. But, Lowes interprets the data different-they see the problem as the employees or their inability to understand the form EVEN though the questions are all about management.  (Apr 26, 2013 | post #18)

Lowes Companies

favoritism

I like how some folks can determine the skill level based on what is written on Topix. There are lots of good employees who makes Lowes look good regardless of their terrible processes and computer programs. Know one here knows squat about me-other than what I post and one can read anything into written word because you don't here voice inflection, see body language etc. DM-your store runs with or without you and probably very well. What I see managers do is not management duties. Management duties makes sure your employees have things to do. Our employees wander around or hide in Receiving because they know that no one checks up on you. Managing assets (human and non human) should be a huge part of daily management. Our store-managing assets is low priority-checking IRP's is high priority.  (Apr 25, 2013 | post #4)

Lowes Companies

weekday team??

Chance-if new employees are better than me then they should have better attendance records than me. Guess what-they are not better-they may know the i-phone better but they do not know Genesis better, their work ethic usually is not better, nor their attendance. I will take the older generation any day, provide them with exceptional training and praise, and they will run circles around your ASM's, DM,s and the younger generation.  (Apr 25, 2013 | post #12)

Lowes Companies

Evaluations

Evals are a joke. One gets evaluated by a ASM you very seldom see or talk to. Someone enters info into Pay-rate advisor so you get your raise and usually your raise is on you paycheck before the evaluation. Someone once said to me-"their should be no surprises at evaluation time." You should be talking and evaluating your employees all year long. And, be coaching all year long. I remember giving my first evaluations as a new supervisor without any coaching or training. I had no business giving some employees their evaluation and raises because I did not know enough about them. Coaching and training are lost because management sees coaching and training as non-value added activities. Coaching and training are very valuable pieces of management and a successful team.  (Apr 25, 2013 | post #4)

Lowes Companies

Loss Prevention

LP should walk around talking to the various depts with high shrink asking for suggestions on how to reduce shrink/theft instead of walking around in their little groups and agreeing with each other or, just showing up to justify their position. Our alarm system in tools has been non-functional for over 3 years-no one knows the alarm code. Do they really care about shrink? Their actions say no. They are allowed X% of shrink per store before people get excited so, stay below that % and LP comes to look at tape to try to find something on us-their employees. We give more away because customers know if they bitch and scream our management team will bend over backwards and give the product away for damn near cost just so they don't get a customer service complaint. It is a running joke in our store about how liberal our store management team is with give-a-ways and Lowes Free Rent-a-Tool program. Buy the tool for the job, return it when the job is finished (doesn't matter how beat up it is) and the will either get their money back or store credit (which is still $$). Cannot afford to give good raises but we can afford to give away the store to customers in terms of free or greatly reduced prices.  (Apr 25, 2013 | post #11)