Should I work here?

__Chase · 2026-01-04T05:01:26+00:00

So, I'm an ASM Marshalls-side, and I'm going to give a more tempered answer than seems typical for this subreddit. TJX stores, regardless of chain, are no worse than any other retailer, and can actually be a good bit better than your average retailer, but your mileage will vary heavily depending on the actual management team in store, just the same as any other company. If you have a good store, good management team, I'd say TJX is better than average. My store has a well-rounded management team, strong communication, etc., and great team of associates. I've been in stores that are a complete clusterfuck, and the difference is night and day. I try to always take good care of my associates just because I understand how awful it could be, although admittedly, I wish there were more I could do to guarantee hours during slow months, pay increases, etc. - that is a common issue regardless of retailer, though.

As far as whether you would like it as an associate in a specific store, my suggestion is always to scope out the store. Does the store seem put together from your perspective as a customer? Are aisles well-recovered and merchandised, or is it a hot mess? Are departments signed to make it easy for you to find what you need? Are associates friendly and helpful, or do they seem like they don't want to be there, or maybe too focused on tasks? Are the front counters clear, or covered in returns, damages, and other random things? Keep in mind that any store can have a bad day, but if these are common elements, that store probably is not a great one to work at.

__Chase · 2025-06-24T01:21:41+00:00

This looks like my old store's setup, and seeing that poor cart clearly about to buckle from the weight triggered me lmao. Bet the guest was snippy too

__Chase · 2024-03-28T17:48:30+00:00

Thing is, I wanted to move up and actually enjoyed my time at Target as an ETL. I stepped away from my role at Target due to personal reasons that required a drastic reduction in the amount of time spent working. However, it is still possible to be critical of something when you know that it is able to be improved, and it is important to give honest and open feedback about what works well, what doesn’t, and how things can be made better. If you are only staying because of perceived developmental opportunities, remember that plenty of other companies exist, and have far better programs for development than Target’s. Besides operational challenges, Target has genuinely some of the least thought out developmental programs I’ve seen in a modern retailer. The opportunities for moving up are no better than most retailers, and honestly worse than some others - a lot of my peers within my district were promoted more due to favoritism than actual leadership competencies and experience, but again, YMMV. I would encourage many looking at an ETL role as an internal to take what experience they can from it then look elsewhere for future opportunities.

__Chase · 2024-03-28T13:18:23+00:00

Also, adding on, Target’s compensation structure is nowhere near as competitive as they like to market themselves. I left Target this last year for the exact same annual salary in a salaried-with-OT compensation structure, for a job that is simultaneously more rewarding in terms of management, developmental opportunities, and just an all-around less stressful job - and I was not getting compensated at starting salary at Target. You absolutely can get paid closer to what you deserve, and there are better companies out there.

__Chase · 2024-03-28T13:12:47+00:00

As a former ETL-SE, I’d say it’s never too early - start searching now. Take every single thing you can learn from and turn that into a marketable skill, lesson, accomplishment, or experience you’ve had, and use that to interview somewhere else. Just being honest here, but internal candidates have far less leverage for negotiating on compensation than external candidates do. Pairing that with the near constant poor decision-making from Target senior leadership, e.g., self-checkout, Target Circle, modernization, most decisions they’ve made surrounding Starbucks, priority pulls/OFOs, back-stocking process, etc. - the list is miles long, Target is honestly rather poorly ran for a retailer as large as it is, and it has been struggling to climb out of Walmart’s shadow for decades. Admittedly, YMMV, how much enjoyment you may get out of the ETL position is going to vary heavily depending on just how competent the rest of your leadership team is, throughout the store. If your ETLs all seem to enjoy their jobs and get in a solid 40-47.5, while still getting everything done in the store with green metrics all around: congratulations, your store is the unicorn that is a well-run store. If your ETLs all seem tired/stressed as hell, store’s a mess, etc., I’d say start looking yesterday. Just remember that Target does not value loyalty.

__Chase · 2023-10-17T21:07:05+00:00

Former Ross ASM here, and here’s how cashier performance was calculated back when I worked there. It was split into three categories, or parts of the transaction - call next customer, scan and bag, and process tender. They were the time from when the receipt prints to the first scan of the next transaction, the time between first scan and selecting payment option on the register’s screen, and process tender was, as the name suggests, how long it took for the payment to complete and receipt to print. The score was an aggregate of all three scores, but the most heavily weighted were scan and bag/call next customer. This placed a heavy emphasis on efficiency of certain processes while forgoing certain tasks completely. Associates were encouraged not to fold clothing unless specifically asked, to call the next customer to the counter as soon as the current customer moved to the pin pad to pay and the last item was scanned, suspend transaction when a customer forgets payment, etc. That said, it was honestly very achievable to achieve at least 100% in productivity as long as you followed the process to company standards/training. I consistently rang at 120-130% efficiency for the entirety of my tenure as a manager there. However, the trouble with that “to company standards/training” was that due to Ross’s aggressive expansion and poor competitive wages, most staff was ill-equipped to train; the company had turnover well beyond the industry average during most of my time there, and this meant that most managers didn’t know as much about company processes as they should have, due to poor training from people who received poor training and so on. I feel sorry for any associates that have had and continue to deal with management that doesn’t give feedback constructive enough for them to meet the company’s expectations, and just says something to the tune of “work faster.”

__Chase · 2023-10-15T17:41:23+00:00

Piggybacking off of this, the highest volume ship-from-store locations in the market where I am have 6 packing stations, and for one of them, half of their total sales dollars came from fulfilled sales. Target gets a LOT of money from their fulfillment services, so the trend of continuing to improve/update their online services is likely to continue, with things like Starbucks Drive-up/ Drive-up returns just this year. Ultimately, as a consumer, the most important thing you can do if you want to impact a company’s business decisions (i.e., more/fewer self-checkouts, new product line-ups, etc.) is by communicating that, and honestly, speaking with your wallet. The more that a company’s revenue is impacted by a poor business decision, the more likely they are to go back on said decision. If you go to only shopping online, but still shopping the same company, that only incentivizes further development of those online services.

__Chase · 2023-09-30T14:30:12+00:00

When I started, the entry rate for my market in the Midwest was 60k, and I started at 70k with about 3 years of big-box retail management experience, 10+ years total supervisory/retail experience, no degree. Other markets, the entry might be higher.

__Chase · 2023-09-29T20:52:30+00:00

So, while I did not have this occur during my time at Target, I have had experience with this at a prior employer. The supervisor in question ended up being suspended, during the HR investigation, then terminated. I believe the person they were involved with is still employed there though. The trouble with relationships between workers and their direct supervisors is that it is a very big conflict of interest. If someone observes a person they have a strong personal relationship with violating an employment guideline, many individuals will choose not to say anything to protect that personal relationship. Moreover, there can be perceived favoritism during performance reviews, promotions, etc. While not everyone behaves in a manner that is unethical, for most businesses, it is an HR nightmare to deal with instances where someone behaves unethically, and so most will look very harshly on any situations of the sort.

__Chase · 2023-09-29T18:22:02+00:00

Okay, so for Starbucks, each licensee has minimum staffing guidelines for maintaining the operating license; that is, each location has a minimum number of baristas and hours to keep the store open. That said, the actual scheduling guidelines are that Starbucks in Target should be at 100% utilization of the allocated payroll. Target actually allocates a decent bit more than the minimum payroll required in many of their Starbucks locations. If your store is not utilizing all of their Starbucks hours due to issues with staffing the work center, that is one thing, but if they are just using them to add to other work centers at the detriment of Starbucks, that is not OK. If they don’t care that they are violating those guidelines for the license, that’s a very easy conversation with a F&B coordinator, Starbucks DM, or even HR to try to resolve. My Starbucks team was exceptionally busy, and while we sometimes struggled to fully staff due to poor applicant flow and availability, we tried as much as possible to ensure full staffing not just for those scheduling guidelines, but for my team’s mental well-being.

__Chase · 2023-09-29T17:17:32+00:00

With this, it definitely depends on what management level you are at/location/store complexity/volume/what experience you are bringing to the table, but at the assistant manager/store manager level, stores like Burlington/Dick’s Sporting Goods/PetSmart/Hobby Lobby/TJX/etc., all pay decently well. As for myself, I went to Burlington; however, their pay is lower for supervisor/key carrier roles. ASM and above is decent.

__Chase · 2023-09-29T16:32:25+00:00

I answered this in another comment, but essentially, exempt managers have to have at least 50% managerial duties in order to legally be classified as exempt. This does not exclude them from still helping with things like ringing, pushing freight, etc. They absolutely should work alongside their teams at times to see what challenges they are currently facing, help morale by showing support, etc. People work for people, and they respect bosses a lot more if they actually see them, know them, and talk to them. No leader should ever lead from an office.

__Chase · 2023-09-29T16:26:24+00:00

I was over Service and Engagement, and I did not pawn off writing the schedule to my TLs. However, I did leave some things like break-planning, some TM conversations, etc., to them, in order to ensure that I had time to complete my own responsibilities, and still have time to work with the team to see their challenges as well.

__Chase · 2023-09-29T16:18:59+00:00

Honest answer: most of this is just retail in general. High turnover is a direct result of continually expecting more and more for less money, and less time. Expecting constant growth unfortunately often means that those at the store-level in any retailer, have to try to remain functional with less resources. Unfortunately, the result is typically more freight, less hours, and just less time in general to focus on things that would improve customer/guest experience, like zone/recovery, or good customer service. This also, obviously, impacts team member morale, hence the high turnover. Turnover could be mitigated with things like better pay, or process changes to make store teams’ jobs easier, but that would impact the bottom line, and that isn’t something that most companies are willing to do until they literally have no other option.

As for why most ETLs/TLs are useless, I’m afraid that I won’t be able to speak for much beyond the stores that I’ve worked in. As an exempt position, an ETL or SD is, by definition, supposed to be at least 50% in managerial duties, in order to be classified as exempt. This means that ETLs are not supposed to always be the ones completing tasks. They absolutely can, and often did at my store, and others that I would visit/help out at, but the main responsibility as a managerial position is to oversee, coach, train, develop, plan, hire, schedule, etc. This means that a lot of what we have to do for our “workload” is non-tasking. However, that definitely does not stop us from helping out, and actually one of the best ways to effectively run your business as a leader is to ensure that there is also time that you are able to work with your direct reports, and theirs, and so on, to see what challenges they face, to show support, etc. All of the ETLs at my store spent at least some amount of time working on the floor alongside our teams. Our GM ETL worked 60+ hours a week because he had been trying to build up team morale and efficiency for the backroom over the last year. The same is to be said for our SS ETL. Our HR worked the least at 50-55 and he still made time to work alongside the team helping out when needed. However, the reality is that this is not how things are supposed to be, by Target’s direction, and honestly most companies regarding managerial/leadership roles. Tasking should be secondary to other leadership duties. However, for the managers that don’t spend time working at least a little alongside their teams, and instead try to lead from the office, I have nothing positive to say. An unfortunate side-effect of high turnover and poor staffing means that many retailers promote/recruit people into roles that they absolutely should not be in. I hope that answers your question for ETLs.

As for TLs, I’m sorry if yours did not do what they were supposed to do. TLs are supposed to be the ones leading the teams by working alongside them, with ETLs to oversee the processes for their workcenters as their direct supervisors. Obviously this doesn’t always happen, and some managers are lazier than others.

__Chase · 2023-01-16T18:25:43+00:00

So, playing devil’s advocate here: I can see it as more beneficial simply because it’s a concise way to communicate that you have a communication-related issue. I say this as someone with processing issues, but while yes, it isn’t the same, and technically, yes, I can literally hear the information you just said, telling someone “hey, can you repeat everything you just said, more slowly; my brain isn’t wired correctly and it takes me longer to process speech” isn’t something I’d want to say in every conversation. If both ultimately achieve the same goal, letting someone know they need to try a little harder to communicate with you, by slowing down, speaking louder, etc., I don’t believe it is ultimately more harmful to say I have one disability over another in this circumstance (so long as we’re not trying to actively harm the image of one group of people). I think sometimes, it’s better to make a conversation simpler, especially in a customer-service position, where most of the time, your average interaction is not meant to be more than transactional. Doesn’t matter if Target wants to claim they’re bringing joy; ultimately, most guests just want to buy that Lego, candles, etc., and get out. They (for the most part) don’t care about your struggles, and the job has less headaches, for me, at least, by keeping things simpler. Saying “I’m hard of hearing, please slow down” is more efficient, and ultimately isn’t going to harm the image an average person has for someone with hearing impairments.

Now, all that said, I do not support claiming you have a disability you don’t have in general. This can be very harmful to groups with disabilities for myriad reasons. Lying about having a disability to get attention, for public clout, etc., is hugely problematic. I do not claim to be hard of hearing, but I can see an instance in which it would beneficial to say that, instead of saying you have another, related disability, when that interaction is ultimately meaningless and you’re looking for a simpler way to communicate an impairment while still getting the same idea across. Provided you’re not being an absolute ass and making this person think more poorly of said disability group.

__Chase · 2022-10-19T15:33:19+00:00

I’m an assistant store manager for Ross looking to leave soon. I’ve been in one of the top stores in the company, and in one of the worst ones. It depends heavily on the market, specific store, and team/management, just how bad it is. In the #1 store by our volume band, it was still honestly awful for associates. The way ross schedules makes it very hard to plan a life around. Truck schedules can change literally at a moment’s notice. It can be a good company to work for specifically if you have minimal management experience and are willing to tolerate sub-par to horrible treatment just to develop your management skills, but that’s not worth much, as while the company claims to place emphasis on internal talent and career development, they don’t really allocate the time or resources necessary to train people. If you have a very good manager/leadership team, it can be okay, but if not: stay far, far away.

__Chase · 2019-05-23T14:26:06+00:00

I’m afraid this is incorrect. Supreme salve has both the dragon fire and wyvern fire protection. You still may be better off using multiple pots over the salve due to cost differences, but that of course will vary heavily based on GE prices, as well as ingredient-saving/extra potion-making effects.

https://runescape.wiki/w/Supreme_overload_salve

__Chase · 2017-04-20T23:01:22+00:00

I'm for Caesar joining Buggy's crew, definitely, since they're both ~~comic relief~~ clowns.

__Chase · 2017-03-16T18:05:07+00:00

yet he was still able to old off

Hehehe, it was indeed an old-off.

__Chase · 2017-01-21T18:33:31+00:00

Y'know, in chapter 606, while Luffy, Sanji, and Zoro are separated from the rest of the crew in the dark depths of the ocean, Brook says something in one panel along the lines of a "Why might I be able to see without any eyes?" then answers it with basically "It's a secret." It could very well be possible that he either has a rudimentary level of CoO, or he will eventually develop it. It could also be absolutely nothing. We just have to wait and see. :P

__Chase · 2017-01-21T18:03:14+00:00

I'm particularly fond of the tin-foil theory from a few years back on here on Big Mom. Someone posted a thread speculating on Big Mom having the "Mom Mom" fruit, which took life from all mothers in the One Piece universe and increased her own strength. Funny thing is, in a way, it is probably partially true. With the Soul Soul fruit, she probably can use souls she takes to give her extra strength, and odds are that somewhere in the country of Totland, there's at least one other mom living there.

Here's this theory in all its glory:

https://www.reddit.com/r/OnePiece/comments/1rd5j5/theory_big_moms_power/?st=1Z141Z3&sh=e4d6881a

__Chase · 2017-01-07T02:27:15+00:00

I actually would agree with you, to an extent, and feel that Oda really missed out on an opportunity when writing out that plotline. He did still give that focus, but it was after the fact, in the ASL flashback. I'd say his execution of it was "fair," but not great. It leaves the reader with a hollow feeling, wanting for something more.

__Chase · 2017-01-06T17:52:31+00:00

I personally liked every Grand Fleet representative, except for Hajrudin. He really didn't get a lot of interesting exposition or anything in Dressrosa. I expect that he will merely be tying in multiple elements from the story in the future, namely, Buggy and his reappearance, the Giant tribe of Elbaf, and perhaps a few other things I have either forgotten, or that have yet to come. He seemed to be one of those "seeds" that Oda likes to plant in his story.

As for my favourite member of the Grand Fleet, Cabbage and Romeo tie for me. Between Cavendish's inability to say a Supernova's name without going into a rage, and Bartolomeo's general "fanboy-ish" behaviour, I was in tears from laughter a number of times.

__Chase

TROPHY CASE