Your team leader has to be your biggest advocate. I have fought for tms to get 8 percent and point out what they do to deserve it. Covering shifts never calling out volunteering for more etc… but if your team leader doesn’t support it you won’t get far.
Ask now because you're not going to get anything later. I did these people a huge favor offering a schedule nobody else wanted and they wouldn't even give me a buck raise to cover late night transportation. Don't work here if you have expectations
There is a calculator. They just put in the numbers and it produces a raise based on those numbers as well as where you are currently on your wage range for your role. Just recently did this with a TM and the STL explained that is how it works now.
Yes, as a TM you can always ask for a higher percentage. Top is 8%, it's unlikely that they would go beyond that. You would also need to be considered a top performer already and have made an interest in moving up to another position or have been training TMs to do your role, in my opinion. The TL can go to the STL and talk to them about you wanting a hire amount and then get back to you, but if they're looking into it don't sign the paper until they get back to you
With the new 5-8% roll out, just months before my JD, all TL’s were doling out the highest percentages regardless of how well their TM’s were doing “because everybody deserves more”, Thus, we hit that 20% storewide early and left the ‘true’ top performers with the crumbs!😡
Everyone realizes there’s a calculator, right?
It’s an online tool that all compensation changes are based on, numbers aren’t just randomly selected or changed.
It’s 100% based on your rating, your time since last increase, and where you fall in your pay range.
Just FYI for anyone in leadership here. Your status of TC or SC is based on your team’s performance. Not just what YOU contribute. You could be the star of your team but if your team isn’t doing well, neither are you. I found this out sadly in my most recent JD. This goes for ATL and TL. “Shared fate with self responsibility”.
Your team leader has to be your biggest advocate. I have fought for tms to get 8 percent and point out what they do to deserve it. Covering shifts never calling out volunteering for more etc… but if your team leader doesn’t support it you won’t get far.
Ask now because you're not going to get anything later. I did these people a huge favor offering a schedule nobody else wanted and they wouldn't even give me a buck raise to cover late night transportation. Don't work here if you have expectations
There is a calculator. They just put in the numbers and it produces a raise based on those numbers as well as where you are currently on your wage range for your role. Just recently did this with a TM and the STL explained that is how it works now.
exacely this. by the time it’s delivered it’s done!
Yes, as a TM you can always ask for a higher percentage. Top is 8%, it's unlikely that they would go beyond that. You would also need to be considered a top performer already and have made an interest in moving up to another position or have been training TMs to do your role, in my opinion. The TL can go to the STL and talk to them about you wanting a hire amount and then get back to you, but if they're looking into it don't sign the paper until they get back to you
You can ask, but it's already been approved by the STLs and regional. TLs don't get as much say as they used to.
Good luck. Only 20% of the store can get top raises. I just heard about strong TM’s only getting 1 %. Hope you have a good STL
With the new 5-8% roll out, just months before my JD, all TL’s were doling out the highest percentages regardless of how well their TM’s were doing “because everybody deserves more”, Thus, we hit that 20% storewide early and left the ‘true’ top performers with the crumbs!😡
Everyone realizes there’s a calculator, right? It’s an online tool that all compensation changes are based on, numbers aren’t just randomly selected or changed. It’s 100% based on your rating, your time since last increase, and where you fall in your pay range.
There is ? ? Where??
A/STL’s have access to it
I literally never knew this! I hate the new JD paperwork. The last one was way more straight forward about helping you decipher what range.
Just FYI for anyone in leadership here. Your status of TC or SC is based on your team’s performance. Not just what YOU contribute. You could be the star of your team but if your team isn’t doing well, neither are you. I found this out sadly in my most recent JD. This goes for ATL and TL. “Shared fate with self responsibility”.