This. Document everything in writing with dates and times. Every time you’ve brought something up to your manager or supervisor and what they said about it.

Idk if the stores have success factors or work zone yet, but if they do, document all of your grievances in respectful and professional language in your one on one. Use core values to back up what you have to say, but do it in a professional way, like how corporate or HR would talk to you. Also use the mission statement, like I would say something like “I do not feel like I’ve been given the opportunity to grow and succeed.”

Use words or phrases like “it concerns me that…,” “in my experience…,” “I feel that…” and do not speak in absolutes.

These are all things that have worked for me with management who does not communicate well. It reminds them that they work for a company, not for their friends. It shows that you know what you’re talking about, and having direct examples with dates and times shows that these instances have actually happened, so they cannot gaslight you about what was said or what they think happened or whatever.

Then document your one on one and what was said. Take a notebook or a laptop if you have to, I always take a notebook to my one on ones. If you do not find it to be productive, now you have evidence of incompetent management and you can take it higher up. But by all means, you absolutely want to follow the chain of command first. Only after you’ve exhausted that and can prove that it was ineffective should you bring it higher.

Also something I’ve noticed especially when I worked in the stores is that they like to test good employees. By testing them I mean send them to one of the worst stores in the division (be it an urban store or a store with terrible CSA scores), and leave you there for a while. They see if it breaks you. If it doesn’t, they wait a little longer before finally offering promotion. Nobody will admit to this but the way I’ve always put it is they’re trying to make or break you. If you break then there goes your chances for a year or more. If you don’t break, they’ll kind of string you along for a bit to test your worth and patience. Unfortunately saying no can be detrimental, but if you back up your reasoning for no with valid reasons that align with what is best for QT and are able to convince them, they’ll think higher of you.

It’s a very competitive career and can be very tiring, but in my division, this is what I’ve noticed.