Attendance
This is how often you should follow up with a TM's attendance.
What is after every single absence?
Attendance
What is performance? If a TM does not report to work or does not report to work on time, it negatively impacts work performance and the productivity of the team.
This is the reason we have coaching conversations with the team.
What is to help them improve? Most TMs want to do well, but if we do not tell them that they are not meeting Target's expectations they will assume they should continue performing in the same way.
This is the person(s) that you should partner with when you are ready to move to Corrective Action.
Who is first your ETL and then the ETL-HR or the SD if the ETL-HR is unavailable.
Failing to complete their backstock.
What is a coaching?
These are the words to use in every documented attendance conversation so that it is officially recorded for the district and group.
What are Attendance, Reliability and Absent?
Pushing only one U-boat in a four hour shift.
What is Performance? Anything related to their core roles/ job description is performance.
A performance conversation or a Corrective Action should never include these things.
What is feelings, opinions or medical information?
These are the three progressive Corrective Action steps for performance.
What is Counseling, Final Warning, Termination?
Wearing a an off the shoulder shirt that also shows their midriff.
What is a coaching?
This is how many documented conversations you should have in Workday before moving to a Corrective Action.
What is there is no specific number of conversations to have before moving to Corrective Action? We look for patterns of unreliability and consistent documentation. Typically we would like to see 4-6 conversations documented in the same amount of time.
Sitting in lock up on their phone.
What is conduct? Spending a significant amount of time of non-work related duties during work time is considered loafing.
This is the structure every coaching conversation should have.
What is SBIe?
Situation: Help the team member receiving feedback with context (the when/where).
Behavior: Tell the team member what they said/did, and be as specific as you can.
Impact: Describe impact to team, business or guest.
Expectation State the specific behavior change or action that needs to happen.
This is the length of time a Corrective Action is active for.
What is 12 months? During this time a TM will need to maintain their performance at a satisfactory level or in the case of conduct, not repeat the same category of conduct, or they could move to the next step in the Corrective Action process.
Wearing earbuds in the parking lot while taking out a drive up.
What is a Corrective Action for Unsafe Acts? (only after a seek to understand determines that they knew what the policy was).
This is what should happen after a team member misses work without calling in.
What is a seek to understand conversation?
Anytime a TM has a NCNS we first want to find out what happened and why they didn't call the store or use the app in order to determine the next step, which is usually a Corrective Action.
Swearing at a leader, TM or guest.
What is conduct?
True or False? When you document performance conversations with a TM, it will lead to Corrective action.
What is false? Documenting the conversations you have with your team is a record for you to show that you have given them feedback on their performance. A corrective action for performance is only used when a TM shows repeated patterns of poor performance after their leader has set clear expectations and has repeatedly given them the feedback that they are not meeting expectations.
This is what your leader and the ETL-HR will be looking for when you want to move to Corrective action.
What is consistent and timely documentation that shows a pattern of poor performance?
Showing up for their shift three hours late and not calling the store or using the app to notify a leader.
What is a Corrective Action for NCNS? (only after a seek to understand determines that there was no valid reason for them not notifying the store).
This is the next step for a TM who has a NCNS on Monday, works on Tuesday, has a second NCNS on Wednesday, works on Thursday and a third NCNS on Friday.
What is first a seek to understand conversation, second partner with the ETL-HR on next steps (most likely a corrective action)?
A termination only happens if there are 3 consecutive NCNS's. And if there is no immediate follow up we can only issue one corrective action for multiple infractions.
Pushing more than seven carts in at once.
What is conduct? Unsafe behavior such as failing to use a team lift when required, blocking an emergency exit, climbing racks or shelves or dropping items from shelves is a safety violation that could result in a counseling or Final Warning depending on the seriousness of the issue.
This is when you should document your conversations with a team member.
What is when a pattern of poor performance emerges or a serious trend arises? Leaders should begin to document the conversations they are having with TMs when it no longer is on the spot feedback but instead is repeated reminders and failure to improve. Documentation should include the situation, behavior, impact, expectation and TM response.
You should also document any time your formally set expectations with a TM.
Documenting conversations does not mean that a TM is going to go on a Corrective action, but it is necessary if you want to move to the next step.
This is the next step if a TM receives any three Corrective Actions in a rolling 12-month period.
What is termination? If a TM receives three Corrective Actions (Counseling and/ or Final Warning) in a rolling 12-month period, any additional behaviors within the same rolling 12 months that would typically result in an additional Corrective Action will instead result in termination.
Leaving their keys in the baler.
What is Corrective Action? (only after a seek to understand determines that they understand the policy)