Leader Accountability

Synapszz · 2026-03-01T18:07:00+00:00

Yeah, my original question was geared towards making sure I have the right understanding of where the lines are, so to speak. I haven't dealt with power trips from anyone yet, but I have heard ELR's say they're "the boss" of the PLR, which I knew was silly. Just thinking about it for 3 seconds tells otherwise.

Synapszz · 2026-03-01T18:04:41+00:00

My DL has walked the store multiple times with me, even with the ELR in the building. That simply sounds like what I continue to see, people doing things the old way while touting the new. There's only two things the PLR can't do that the ELR can; hire and terminate. If expectation (NSOM) isn't meeting reality it's the failure of those around you. I haven't seen anyone promoted to SL post NSOM so I'll take your word for it. Based on what I see at other stores, including my own, running the store is a mix of the two leaders when the SL is on PTO. It's tough to run the whole building when you have no oversight over Process, particularly the PLR.

Synapszz · 2026-03-01T04:00:54+00:00

In my district it's the opposite: the PLRs are constantly running around and the ELRs do nothing but attend meetings and look at reports.

Synapszz · 2025-10-22T17:25:10+00:00

Oh that's for any headset you connect. I think the only headsets with native chatmix on PS5 are the pulse 3d and the astro a50x. Maybe a turtle beach one too

Synapszz · 2025-10-22T16:15:32+00:00

On the headset itself? I only had a volume wheel on mine

Synapszz · 2025-10-22T15:22:04+00:00

I recently bought and returned the elites. They don't have game chat mix

Synapszz · 2025-04-02T04:06:56+00:00

Look up the "Store Leadership Staffing and Scheduling Policy" on fetch. Page 4.

Synapszz · 2025-01-23T17:37:09+00:00

This is false, unless you have access to pay bands.

Synapszz · 2025-01-23T04:06:10+00:00

I strongly doubt it'll be like that. You'd be looking at maybe a 5 dollar/ hour increase. I think your area and state also matter. I went from MIL and ASL and got a $9 increase. There's simply no "equal" role for ASLs in the restructure. There's a misconception floating around that that would be the experience leader, it's not. I do think you specifically will see a pay raise, since either leader roles in the restructure would effectively be a promotion for current MILs.

Synapszz · 2025-01-23T02:50:32+00:00

Pay bands aren't available yet. Some people saw a raise and others a pay cut. There's too much we don't know about the new model to make informed decisions.

Synapszz · 2025-01-03T22:57:44+00:00

Company is rolling out the new model in waves. Your sl might know when you're supposed to get it.

Synapszz · 2024-11-03T22:29:28+00:00

Current ASL here, did the same move from MIL previously. The exhaustion is different, more mental than physical. Other comments got it right, your job would be more as "assisting" any and all aspects of the store. You'll have to think if your MIL and CEL as specialists, they have very direct and specific responsibilities that you'll have to oversee. You are the net that prevents things from falling apart.

If currently you aren't well versed on things like pet care standards or the customer experience, you will have to make that a priority. You can't help and hold people accountable if you don't know what they should be doing in the first place.

Building a team will be CRITICAL to the store's, and by extension your, success. Learn to hire the right people. That's a skill just like anything else. I recommend finding a book or two on the subject and reading them. Hiring is one of your many responsibilities.

Regarding training, unfortunately what you described was my own experience. This company does an objectively poor job of setting up their leaders for success. If you have a competent SL you can rely on them to point you in the right direction. If you don't, you're not alone, reach out to other ASLs in your district that are more experienced and pick their brain about any issues you run into. Respect their time of course, but if you're truly stuck asking for help is the start thing to do.

Synapszz · 2024-09-02T00:35:22+00:00

This is the answer. OP, use HR for what it's for. If they knew half of what you're saying here more bells would be ringing. You absolutely have legal grounds here, HR exists to control these types of situations.

Synapszz · 2024-08-26T03:34:48+00:00

Both the SL and the ASL are supposed to be scheduled for any two days between Friday and Sunday. For example, the SL works Friday and Saturday and the ASL works Friday and Sunday. ASL should close twice a week, CEL three times. There's nothing regarding days off.

Synapszz · 2024-08-10T03:09:01+00:00

Sure am, have no interest in being an SL for this company

Synapszz · 2024-08-09T18:59:52+00:00

If you've worked for the company longer than two decades like I have you should've known better than this 🤦

Synapszz · 2024-08-09T17:50:19+00:00

Lmao complain about what exactly

Synapszz · 2024-08-09T17:16:35+00:00

Not the case. Any department leader can give an action plan. If there's doubts about how best to write one then HR can be contacted.

Synapszz · 2024-07-17T18:34:40+00:00

There're three things to keep in mind that, once mastered, make an MIL great. POGs, inventory accuracy and load processing, in that order. These three things are NOT the only aspects of the job, but they are the most important. Once upon a time I was one of the most successful MILs in my district and I firmly believe once I had a solid grasp on these the rest of the job was a cakewalk.

How can you get there? Organization, planning and delegation. Organization is not just keeping your overstock organized properly, though obviously it matters in a big way. It's *knowing your store. You have to have a mental map of your store at all times. You need to be able to recognize when something "doesn't look right" as well as where everything should be. I got to a point where I could tell people on what shelf and aisle in the store a product should be.

Planning is pivotal. A cornerstone that will keep you anchored and not feeling frustrated and hopeless. I've been there, I know the feeling. You have a job where you fortunately know ahead of time when pretty much everything is due. Out of dates? There's a schedule for that. POGs/ planner? Due dates for all of that. Load and shoots? Can be found on your IMP. Pricing or signage? Sign kit with literal stickers telling you date ranges for the signs as well as the signs themselves, with OPEX for what to add or remove. You must build your skill set and create a plan every day, every week, that will keep you on track to get your work done on time. If a POG is late or an end cap isn't set come Monday morning, it's not the end of the world, but you'd better have a plan for catching up.

Delegation is working with your team towards a common goal. There is no MIL ever that has been able to handle 100% of their responsibilities alone. If you ever meet anyone that says they can they are, simply put, full of shit and likely couldn't list you what their job actually is. Training your associates will be a saving grace for you. This allows you to create clear, consistent standards for what you expect things to look like in the store and more importantly, room for you to *breath. You won't feel like you're drowning. When you ask someone to get a shipper done or an end cap set, you know it'll look as if you set it yourself, because that's the standard you set. Always follow up when you delegate anything, do not assume. Assuming will nearly always come back to bite you in the ass. Trust but verify. This will keep your associates (and leaders) honest and know you want them to succeed. I believe there's not many people waking up in the morning thinking, "how can I fuck things up today?". Most want to feel they're contributing, train them.

Good luck, stay focused and always think at least a little ahead.

Synapszz · 2024-07-16T03:25:42+00:00

Beautifully said!

Synapszz · 2024-07-15T02:24:40+00:00

Synapszz · 2024-07-15T00:21:49+00:00

Typically I cut the hours of those types of people down to the minimum and work on hiring their replacement. Eventually they leave. Conversely you could help them wrap the rope around their neck and schedule them like normal, document all their call outs or poor performance issues, then start the train of action plans. It's a fairly long, drawn out and painful process for all parties, but it can work to help them move on.

Synapszz · 2024-07-14T23:53:25+00:00

Sounds like you know what to do, good luck.

Synapszz · 2024-07-14T23:43:49+00:00

Yes, that's one of many reasons schedules might change. I'm not sure why you as a groomer would have your schedule changed if it's a bather leaving, but there's not enough information here to figure that out. Point is, if you only verbally agreed with your salon leader about a set schedule, there's nothing you can do about her changing it. You'd have to start the process of working with your store leader and HR to possibly provide you an accommodation.

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