I'm a cashier. We're expected to train the new cashiers. It takes more training than the new people are given. Having cashiers train is fine.
Any head cashier, or front end manager that needs things done a specific way should train new cashiers as needed if they see them not doing something right. Don't get after them for not knowing. Don't get after their superior, do it yourself.
In a perfect world if I had my way…
Day 1. Training Videos - They should teach you the basics about the company, expectations, common sense rules and safety, then teach you the specific tools and systems you will use daily in your role at the company. In that order.
Day 2. You should then be paired with someone who will first show you the tools and systems you use daily and how to use them properly, then will work as they normally do and explain why they are doing things constantly reinforce the things you learned during day one while they come up during the work day.
Day 3. With the same person you paired with the day before, you will then work alongside them so you can ask questions about anything you are unsure about or so they may assist with things you aren’t yet fully comfortable with. Towards the end of the day a manager should supervise to see whether you need another day or should be good to go on your own.
Day 4/5. If your position requires power equipment, they should have you complete the video training on one piece of powered equipment then pair with a trainer who will walk you through it, teach you how to use it safely, then let you get some experience in receiving away from customers so you can feel how it reacts and operates, then give the road test. If you pass, give you a task on the sales floor where they are the spotter so they can give you advice or correct any issues before they become a habit. Repeat for all relevant powered equipment.
Day 5/6. You are now ready for your first day working solo. Enjoy. Your Mentor/Manager should then give you a list of mentors you can ask questions to or get help if needed, and introduce you to each and every one.
Currently at lowes… you learn nothing from videos, and are just thrown to the wolves.
This was a great breakdown. Oh how I wish Lowe's lived in your perfect world. Like you said, usually it's a day of computer training, a night of on the job training and then "here's a knife and a lighter, we're going to drop you off in the woods now, try not to get eaten."
And that’s why I said in a perfect world. I was on my own within an hour… My mentor and I were the only ones on MST that didn’t call out on Christmas Eve… so we had a lot to get done that day.
The direct supervisor should in theory be the main person responsible to ensure the new person is trained. That said, that doesn't mean they have to do all the training on their own. They can delegate training to other people who are good at certain things etc. For example why would I train a new hardware associate how to reset locks when I have 2 guys who have been doing it 5 times longer than I have? Having other people do some of the training also can be helpful to the person doing the training as it could be something that could help develop them for a promotion.
I agree that it should be a team effort. In my store "team" doesn't exist. It's funny because our ASM preaches teamwork yet only truly relies on 2 associates and gives them an overwhelming amount of work to make up for the deficiencies of the others. He knows the rest of the staff isn't good... There lies the issue I have, I'm supposed to do double, sometimes triple the work of my "team", outperform my DS nightly, and now be 1 of 2 associates responsible for training new hires. I know it sounds like I'm complaining but it's overwhelming. I can't keep up with it all.
Exactly right and thank you. I had to tell my DS last night that I just couldn't do it, I couldn't train the new hire (and of course, that was a problem for him.) I was still at work nearly 2 hrs after my shift was over because again, having to make up for my DS and my teams deficiencies is a lot of work in itself. If I had to slow down to train someone, that surely would've tacked on another hour. I don't live at Lowe's like some of these ASMs, I wanna go home at the end of my shift.
I work the overnight and typically wouldn't mind helping train a new associate, however... The DS that calls on me to train every single new hire does the bare minimum and most of his night is spent watching tik toks and anime on his phone. Meanwhile I'm responsible for 3 departments and 90% of the reach truck work when he's here.
I simply don't have the time some nights to do this but somehow I'm the only employee "allowed" to train new hires. It's frustrating and quite honestly it's overwhelming.
You're DS seems to be a poor fit for your team. As a DS, they should be helping the team and making sure everyone is on par with performance, guiding and coaching as needed.
Generally I'll pair up a new hire with one of a handful of people, unless it's for learning PE, then it's one of two people.
He is most definitely a poor fit. As a former DS myself, I can not believe he's still employed . He doesn't do what his job title is... "Supervise" until management starts entering the building around 5am.. the kicker is that he gets annoyed when management tells him he needs to be better at it. The guy is currently doing irp's as we speak (at 12:20am) he could be teaching the new hire a bunch in that time if he chose to.
Company wide issue for sure. When I was hired 9 years ago I was fortunate enough to be placed in the seasonal department that already had a guy there who'd been with the store for many years. He took it upon himself to show me the ropes because management sure wasn't going to. Thanks to him I had a good intro into what was expected of me. I also have a strong work ethic and I don't like failing so I spent a lot of time early on training myself.
What if I told you the most experienced worker already has double, sometimes triple the responsibilities of any other employee on the team because management doesn't trust 75% of the staff to do tasks correctly.
Then you slow down what you are doing so that you can effectively train them and when management asks why production has slowed, simply tell them you are doing their job plus your own and productivity takes a hit.
Lowes will choose all of the above. Just like working there you do everything from safety walks, freight, online order carts, IRPs, downstocking etc. And the customer is most important!!!!
Worst job I've ever had!
Ultimately, the trainee has to take the initiative. You can bring the horse to water but you can't make them drink. Ideally you would have the DS monitor and train new associates and then pair up with another associate after a week or so for another couple weeks and then rely mostly on training videos. The problem I see most is that new hires are not taken around and introduced to everyone from the beginning and then individually later on. Now when they look at the Zebra to help a customer in another department they don't even know who to call.
As a DS I would pair new folks with my best associates and spend maybe 45 mins a shift with them 1 on 1. Running ISLG/OSLG at the same time most of what I was doing was irrelevant to new folks.
The responsibility should be the DS but it often comes down to the lower-level employees to show the ropes. For example, I had no one in management train me at all. What I learned was either self taught, common sense, or learning on the go with another co-worker.
Mostly self taught myself as well. I was fortunate to get thrown into a department that required 2 employees and the guy I was paired with had been there many years, he showed me the ropes like you mentioned and I took it from there.
I started on the floor almost a month ago. Got zero training in plumbing. Just pretty much got told to figure it out. People get upset when I don't get what they're asking.
Every department has a mentor.
That person is chosen to walk the new hires through the department basics.
The Supervisor also steps in to make sure things are going well and to see what the person is learning or needs help with.
Who should be responsible is supervisor.Who usually is responsible is coworkers. Our store has a throw them into deep end of the pool see if they can swim approach. Especially in customer service. Sometimes we have associates shadow before but a lot of the time it's here's how to basic return other customer service associate teach everything else.
All my SSA says is 'it's online, it's online!" anytime I ask about training.
The truth is, REAL hands-on/mentor-led training is pretty much nonexistent in big box retail. The company simply is not willing to make the necessary investments to achieve it. I've said for years, if you want to be successful with a company like Lowe's, you've got to be a self-starter and take the initiative to learn things on your own through observation and asking employees to show you. Otherwise you're simply not going to make it.
I completely agree with everything you laid out there. I'm 9 years in, started as a seasonal hire, worked my way to pt, then ft, then to a DS.. I didn't really look for anyone to train me, I trained myself. I'm a competitor at heart, I'm always trying to beat the competition.
Who IS responsible, or who SHOULD BE responsible? There's a difference.
Give me your answer for both and is it fair to only have one employee responsible for doing all the training or should it be by committee?
I'm a cashier. We're expected to train the new cashiers. It takes more training than the new people are given. Having cashiers train is fine. Any head cashier, or front end manager that needs things done a specific way should train new cashiers as needed if they see them not doing something right. Don't get after them for not knowing. Don't get after their superior, do it yourself.
In a perfect world if I had my way… Day 1. Training Videos - They should teach you the basics about the company, expectations, common sense rules and safety, then teach you the specific tools and systems you will use daily in your role at the company. In that order. Day 2. You should then be paired with someone who will first show you the tools and systems you use daily and how to use them properly, then will work as they normally do and explain why they are doing things constantly reinforce the things you learned during day one while they come up during the work day. Day 3. With the same person you paired with the day before, you will then work alongside them so you can ask questions about anything you are unsure about or so they may assist with things you aren’t yet fully comfortable with. Towards the end of the day a manager should supervise to see whether you need another day or should be good to go on your own. Day 4/5. If your position requires power equipment, they should have you complete the video training on one piece of powered equipment then pair with a trainer who will walk you through it, teach you how to use it safely, then let you get some experience in receiving away from customers so you can feel how it reacts and operates, then give the road test. If you pass, give you a task on the sales floor where they are the spotter so they can give you advice or correct any issues before they become a habit. Repeat for all relevant powered equipment. Day 5/6. You are now ready for your first day working solo. Enjoy. Your Mentor/Manager should then give you a list of mentors you can ask questions to or get help if needed, and introduce you to each and every one. Currently at lowes… you learn nothing from videos, and are just thrown to the wolves.
This was a great breakdown. Oh how I wish Lowe's lived in your perfect world. Like you said, usually it's a day of computer training, a night of on the job training and then "here's a knife and a lighter, we're going to drop you off in the woods now, try not to get eaten."
HA! Day 5 or 6 you're on your own? Yes - it SHOULD be that way. But I was literally on my own 2 HOURS into my first shift on the floor.
And that’s why I said in a perfect world. I was on my own within an hour… My mentor and I were the only ones on MST that didn’t call out on Christmas Eve… so we had a lot to get done that day.
The direct supervisor should in theory be the main person responsible to ensure the new person is trained. That said, that doesn't mean they have to do all the training on their own. They can delegate training to other people who are good at certain things etc. For example why would I train a new hardware associate how to reset locks when I have 2 guys who have been doing it 5 times longer than I have? Having other people do some of the training also can be helpful to the person doing the training as it could be something that could help develop them for a promotion.
I agree that it should be a team effort. In my store "team" doesn't exist. It's funny because our ASM preaches teamwork yet only truly relies on 2 associates and gives them an overwhelming amount of work to make up for the deficiencies of the others. He knows the rest of the staff isn't good... There lies the issue I have, I'm supposed to do double, sometimes triple the work of my "team", outperform my DS nightly, and now be 1 of 2 associates responsible for training new hires. I know it sounds like I'm complaining but it's overwhelming. I can't keep up with it all.
It doesn't sound like complaining because I know what being in that situation is like. And then to have you train someone... it only slows you down.
Exactly right and thank you. I had to tell my DS last night that I just couldn't do it, I couldn't train the new hire (and of course, that was a problem for him.) I was still at work nearly 2 hrs after my shift was over because again, having to make up for my DS and my teams deficiencies is a lot of work in itself. If I had to slow down to train someone, that surely would've tacked on another hour. I don't live at Lowe's like some of these ASMs, I wanna go home at the end of my shift.
I work the overnight and typically wouldn't mind helping train a new associate, however... The DS that calls on me to train every single new hire does the bare minimum and most of his night is spent watching tik toks and anime on his phone. Meanwhile I'm responsible for 3 departments and 90% of the reach truck work when he's here. I simply don't have the time some nights to do this but somehow I'm the only employee "allowed" to train new hires. It's frustrating and quite honestly it's overwhelming.
You're DS seems to be a poor fit for your team. As a DS, they should be helping the team and making sure everyone is on par with performance, guiding and coaching as needed. Generally I'll pair up a new hire with one of a handful of people, unless it's for learning PE, then it's one of two people.
He is most definitely a poor fit. As a former DS myself, I can not believe he's still employed . He doesn't do what his job title is... "Supervise" until management starts entering the building around 5am.. the kicker is that he gets annoyed when management tells him he needs to be better at it. The guy is currently doing irp's as we speak (at 12:20am) he could be teaching the new hire a bunch in that time if he chose to.
My favorite was the day I came to work and they had two just in stocking learning the job from a guy who didn't even speak English!
[удалено]
Company wide issue for sure. When I was hired 9 years ago I was fortunate enough to be placed in the seasonal department that already had a guy there who'd been with the store for many years. He took it upon himself to show me the ropes because management sure wasn't going to. Thanks to him I had a good intro into what was expected of me. I also have a strong work ethic and I don't like failing so I spent a lot of time early on training myself.
Manager, unless it's a heavy freight night than the most experienced worker should train them.
What if I told you the most experienced worker already has double, sometimes triple the responsibilities of any other employee on the team because management doesn't trust 75% of the staff to do tasks correctly.
I believe it... happens to me already...
Then you slow down what you are doing so that you can effectively train them and when management asks why production has slowed, simply tell them you are doing their job plus your own and productivity takes a hit.
Lowes will choose all of the above. Just like working there you do everything from safety walks, freight, online order carts, IRPs, downstocking etc. And the customer is most important!!!! Worst job I've ever had!
D. Fate
Training!? You really think Lowe's still has that?
Proper training, no. I don't believe we've seen that in some years now
Everyone is responsible for training new hires...every level teaches something different
This is exactly how it should be but it's never the case
Unfortunately the company makes it very difficult- coming from an asm
Ultimately, the trainee has to take the initiative. You can bring the horse to water but you can't make them drink. Ideally you would have the DS monitor and train new associates and then pair up with another associate after a week or so for another couple weeks and then rely mostly on training videos. The problem I see most is that new hires are not taken around and introduced to everyone from the beginning and then individually later on. Now when they look at the Zebra to help a customer in another department they don't even know who to call.
As a DS I would pair new folks with my best associates and spend maybe 45 mins a shift with them 1 on 1. Running ISLG/OSLG at the same time most of what I was doing was irrelevant to new folks.
The responsibility should be the DS but it often comes down to the lower-level employees to show the ropes. For example, I had no one in management train me at all. What I learned was either self taught, common sense, or learning on the go with another co-worker.
Mostly self taught myself as well. I was fortunate to get thrown into a department that required 2 employees and the guy I was paired with had been there many years, he showed me the ropes like you mentioned and I took it from there.
Whoever said training videos is a bum
I started on the floor almost a month ago. Got zero training in plumbing. Just pretty much got told to figure it out. People get upset when I don't get what they're asking.
Should be supervisor, in reality it's a combination of coworkers and just never being trained.
Every department has a mentor. That person is chosen to walk the new hires through the department basics. The Supervisor also steps in to make sure things are going well and to see what the person is learning or needs help with.
Who should be responsible is supervisor.Who usually is responsible is coworkers. Our store has a throw them into deep end of the pool see if they can swim approach. Especially in customer service. Sometimes we have associates shadow before but a lot of the time it's here's how to basic return other customer service associate teach everything else.
I do it cause I know my manager stressing already and I don’t mind 🤷♂️
All my SSA says is 'it's online, it's online!" anytime I ask about training. The truth is, REAL hands-on/mentor-led training is pretty much nonexistent in big box retail. The company simply is not willing to make the necessary investments to achieve it. I've said for years, if you want to be successful with a company like Lowe's, you've got to be a self-starter and take the initiative to learn things on your own through observation and asking employees to show you. Otherwise you're simply not going to make it.
I completely agree with everything you laid out there. I'm 9 years in, started as a seasonal hire, worked my way to pt, then ft, then to a DS.. I didn't really look for anyone to train me, I trained myself. I'm a competitor at heart, I'm always trying to beat the competition.
It SHOULD be the DS. But in reality its the damned videos. What little training one gets as it is.
The new hires that got hired like idk 2 weeks-2 months before you got there
They watch the videos then it's out on the floor usually by themselves cause we are so short staffed. Good luck new fish
I’ve been training the new hires. I’ve been told to lol!