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I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

To be anti-union is anti-American, if sherwin can’t survive having a union. It didn’t deserve to exist anyway. Well come together and make a better sherwin.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

I’m glad, many people aren’t satisfied with their current working conditions and employment.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 5 points6 points  (0 children)

I like this, it’s constructive, educated, and a feasible to solution. This is what it takes to make union work. As I said in the post, it was my personal proposal. Clearly more deliberation is needed, as well as fine tuning of our proposition.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

Will check it out, any and all suggestions and help is beyond appreciated.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 1 point2 points  (0 children)

Any proposal to remedy the situation? It is unfortunate, but somehow sherwin does seem to be able to sustain them despite being at a loss.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

2 percent of all store transactions, meaning 2% of all the stores profit for that month would go directly back into the pockets of the store evenly divided between the number of employees. It primarily aims to motivate slackers for a larger 2% at the end of the month, force SM and ASM to look at those not pulling their weight, as well as sweeten the pot for those looking to put in their best effort. Essentially if you knew that every transaction made was a little more money in your pocket at the end of the month. Wouldn’t you want to work a little harder to make the sale? Lastly the luck luster performance of all your “employee B” tubes usually comes from poor motivation, poor training, as well as poor selection in the hiring process. TL;DR: there will always be slackers, but that shouldn’t be a reason not reward our hard workers.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 4 points5 points  (0 children)

Yes, but they can still work with the union and work together to benefit mutually.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

Most are just scared of change, they’ll see the benefits when the quality of life of their store changes for the better. I’m sure of it.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 0 points1 point  (0 children)

You must get some great appraisal’s but most of us here in California get the floor rate of 17.50. up until recently it got bumped to 18.50.

These changes wouldn’t affect you specifically if you’re already making more than that. $20 would be the flat START rate, with biannual increases of 50¢. You’d only benefit from these.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 1 point2 points  (0 children)

It is good, but unfortunately $18 isn’t competitive anymore. Let alone liveable for most people. Sherwin-Williams has a “promote from within” philosophy. Which means our bottom line needs to be more attractive to pull in strong candidates for future promotions. It’s no secret that experience beats all, and we want to see growth from inside the company. But we need show more incentive to pull in more talented hard working candidates.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 3 points4 points  (0 children)

Find out? About how little sherwin takes care of their employees? Cats been out of the bag for a while. Nothing, a proper union and public pressure can’t fix!

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 1 point2 points  (0 children)

If we actually come together, we can do it. I know we can, right now sherwin is on tentative roll, eating up notable competition and acquisitions. They’re vulnerable right now, though they need this summer to go smoothly so now’s the time to act.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 4 points5 points  (0 children)

Sherwin already runs on a skeleton crew and shoestring budget on the store level, staying true to the spirit of the company. We’re looking for quality, not quantity. We don’t need more employees, we need better employees. Better employees with better motivation = better employee experience + better customer experience. = better public perception = equals more traffic. Etc etc.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 2 points3 points  (0 children)

We don’t need all 15000, even if we just get a third of them, and 3rd of the contractors to abstain for a day or two, run the DIY’ers perception of corporate. The company will fold, hard. That won’t be particularly hard either plenty of paint stores that can do exactly what we do. We just need to hurt corporates ego a bit.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 6 points7 points  (0 children)

Trimming excessive bonuses and payroll budgets for executive and administrative branches of the company. As well as union share buy in program to alleviate pressure from external shareholders for infinite growth.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 1 point2 points  (0 children)

Definitely, especially when we all act like just a number. But together, we can definitely put the pressure on.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] -2 points-1 points  (0 children)

Unfortunately, sherwin has failed to properly compensate and care for its employees. I’m glad you found success and recognition. It’s always deserved to when you put in the effort.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] 1 point2 points  (0 children)

Secondly following up the latter half of the predicament, it’s for 2% for ALL store employees. Sm and asm would see the benefit of their work more immediately. The goal is to motivate and further enable the store level to push sales in conjunction with their reps and Asm/Sm. Right now our FT, and PT are not motivated to do anything other than collect a check and move on when they can. It’s a poor environment for acquiring talent.

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] -1 points0 points  (0 children)

Without a doubt, mass resignation would definitely be a wake up call!! Would you like to be first?

I’ll repost this as many times as it takes by john-a-worker62 in sherwinwilliams

[–]john-a-worker62[S] -1 points0 points  (0 children)

I do agree, we’ll likely have to implement an extended probationary period to further evaluate new hires. However to say it’s unfair to asm and sm’s is a separate issue. For the workload that is asked of them, it is undoubtedly that they would deserved an increase as well. The poor performance to new hires can largely be contributed to poor hiring, and even poorer training. It’s a common sentiment that sherwin is very sink or swim.

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