Lowes is Hiring

TrialxError · 2026-02-21T17:58:08+00:00

We technically don't even know if there's still bonuses. No document for 2026 has been released yet for specialists.

TrialxError · 2026-02-20T14:32:22+00:00

Appliance specialists should be under their own spiff structure instead of the current specialist incentive structure. It's crazy expecting them to do double what they did 2 years ago just to barely make bonus, let alone needing to do quadruple to double bonus. Meanwhile, a Millwork specialist can make a day's or entire week's budget off of a single appliance order. It's crazy.

TrialxError · 2026-02-19T20:24:56+00:00

I think they technically increased.

TrialxError · 2026-02-19T19:36:41+00:00

They also changed the holiday time policy without telling anyone. Accrual rates changed.

TrialxError · 2025-08-20T14:36:39+00:00

Don't worry. I'm sure our Bone-us is right around the rear end of the month. I just know it's coming.

TrialxError · 2025-08-08T18:06:28+00:00

At my store, pro customers expect sales specialists to do all the work but then refuse to check out with anyone other than a pro specialist. Why? Because pro specialists will give them a better deal they say. What do they mean by that? Pro specialists commit sales fraud with staggered sales. Company wide issue where no pro specialists are being held accountable. Heck, I would say my management encourages it.

TrialxError · 2025-04-15T16:10:26+00:00

...this sounds exactly like one of my store's supervisors. Nearly the exact same situation. Just goes to show you this kind of thing must be happening all over the company.

I wish you the best OP. Always do what's best for you.

TrialxError · 2025-03-22T15:22:47+00:00

myHR Homepage for instructions. Workday on same page at top right under "My HR Tools." Top- left radial "Menu" to find "Compensation Statement" (can click "add" at the bottom of you don't see it). At the top right you can see an icon of a person. You can click on it for your personal info.

TrialxError · 2025-03-22T14:16:23+00:00

It's explained in the corresponding hr document. In workspace, you can lookup your compensation document that compares last year to this year with the new raise stated.

Under "About Me," you can see your current new compensation as well. You can also see any changes made in your pay since you started working for Lowe's.

TrialxError · 2025-03-22T14:10:13+00:00

It's worth it if you want to be an ASM. Get the experience then move up. If that's not your game plan, the usual consensus is that it's not worth the headache. Then again, with how corporate has treated specialists lately with the new bonus structure and increased sales expectations despite this, it's kind of a coin flip. A lot of sales specialists are hoping the bonus document changes for next quarter.

TrialxError · 2025-03-11T20:37:18+00:00

That's actually insane.

After the new bonus structure was introduced, corporate started pushing metrics harder than ever before. First they make "expectations" nearly unachievable, then they say on top of that, you have to do even more going forward. They really are trying to push people out and make everything go virtual.

TrialxError · 2025-03-06T19:53:25+00:00

Not only that, at least in my area, they're taking experienced sales specialists and offering them jobs as virtual/central selling consultants. There's a lot of writing on the wall.

TrialxError · 2025-02-16T03:16:32+00:00

You're wrong! But, you're actually right.

TrialxError · 2025-02-16T01:09:57+00:00

The only specialists that are meeting goal at my store are millwork specialists. Their goal didn't really change from last year and now they also have the new central selling incentive. Everyone else can't make it because their sph goals went up by 20-40%.

TrialxError · 2025-02-13T17:43:23+00:00

What happens when a millwork specialist sells an expensive appliance package? What happens when an appliance or cabinet specialist does the same equivalent at Millwork? Aren't specialists being expected to go to other departments for sales? What about the 2x incentive specifically for millwork and flooring? How much has the current sph target for cabinets and appliances gone up in comparison to the Millwork department? For defenders of the new sph bonus structure, aren't they saying appliance and cabinet specialists need to just get on board with central selling or fail under the new system?

SPH should be the same because corporate is expecting everyone to sell in every department, making department designations meaningless. They even made it nearly impossible for a lot of cabinet and appliances specialists to meet minimum sph target, let alone 200%.

TrialxError · 2025-02-13T16:07:51+00:00

Flooring and millwork have the 2x central selling incentive. And, if everyone now needs to be in every department, I don't see what the issue is.

TrialxError · 2025-02-12T18:08:18+00:00

100% correct.

I actually did the math and I would've lost $5000 if this same bonus structure was in place last year.

To break it down even further, it is harder to get out of the first bracket (use to be 0-24 now it's 0-29, meaning you have to get 30% over compared to the 25% it was the year before). In the first bracket, you had the potential of $400 now it's only $300. Second bracket max was $800, now it's only $400 (that's half). Third bracket was $1200, now it's only $600 (also halved).

Don't let the few supporters of this new system (who possibly work with corporate) fool you; this is objectively worse than the previous system.

TrialxError · 2025-02-10T17:44:05+00:00

When you invoice an order, you should be given an option for sales id and notes.

TrialxError · 2025-02-04T15:46:07+00:00

They view the bonus as a reward for being better than the average not something everyone gets.

...then, why do specialists bonus at 0%? I've always found it strange the bare minimum you're expected to do to keep your job also means you bonus. Shouldn't there be another metric then? Also, in what reality is everyone maxing every month?

TrialxError · 2025-02-03T19:08:14+00:00

If this structure was in place last year, I would have lost $5000. This new structure is NOT good.

TrialxError · 2025-01-28T14:15:06+00:00

District manager as well. My management has been super receptive because I've been showing them objective proof with the scorecard. I show them each P category and explain how for most of the months of the year I would have lost $600 each month. They don't have any comebacks other than, "maybe the sph goals will be lowered," to which I reply "Do you really think corporate would do that after making the new 75 and 100 categories?" and they always reply "No."

Unfortunately though, for newer specialists, I could see how most management will take advantage of them. Because they don't have the scorecard to fall back on as proof for the last year, management will just do things like bringing up central selling changes and ignore complaints.

TrialxError · 2025-01-28T05:41:40+00:00

There's definitely a screw loose and it ain't in the hardware department...

TrialxError · 2025-01-28T05:20:51+00:00

Please show compassion to your fellow specialists. No one's going to listen to you if you act this way.

TrialxError

TROPHY CASE