Clearly the ship will sink pretty fast favorites soared on layoffs not the talent in npg and nmg. Until leadership is overhauled meaning yes the brothers need to dig in and do more work to resolve. For example in npg a male verbally abusive employee strutting around with an iPod remains, will give him an “a” for a– kissing but an “f” for company work along with numerous manager/hr complaints.... talk about s-xism privilege lives. The ladies up top without any intellect support best a– kissing performance not talent... so until this behavior is fixed business is lost, culture is dead, no growth in business will happen. It’s toxic!!!
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Sharing the same ideas about lying off good people and leaving the abusive managers. My case is the prove. I have an open case for almost 4 years against an abusive and racist manager , I got support from store manager once she warn my manager to better stop abusing me she did fix a little bit the problem as soon as the store manager moved to another store things get even worst than before. When the lay off started I was the first one to be called bye bye didnt do anything to her. She got the guiness record on the number of people that get fired and leave the department as a result of the great job of abusing people she get a promotion. If I stay that long with her is because she never have anything against me that will lead me to get fired. But now she called some people to come back to work and she manage to find a different position for some others , but for those who filed a complain against her we were laid off. Where is the values of nordstrom here ? Favoritism and now racism .
The worst part is, Blake Nordstrom’s daughter (who has never worked at the company), was placed as a new hire even as hiring is still “frozen”. So much for no “bumping” and favortism.
Well the family dynamic in its origin was the charm of Nordstrom, if now it’s a kiss a– contest no wonder the business is tanking. Time to wake up the board and shake this place up
It's amazing that people grow up, and I use the term loosely, never figuring out that they need to kiss up to the people with the power to give them raises or fire them.
Nordstrom has a single problem - Management Incompetency. All Level of management - Sr. Mgr, Director, VP are pure, unadulterated, guilt-free, smiling , "I-am-comfortable-with-it" incompetent. You will find a supply chain VP who has zero experience in Supply Chain and never delivered anything. There will find Inventory Management tech VPs who doesn't understand basic principles, don't have a vision, don't have a road-map, don't know what they will deliver or why - Yet they are always happy, warm and fuzzy. These people have a single objective - cover up their in-competencies through shenanigans and obfuscations. They will not let people deliver, sideline high performers, push out talented people to secure their job. There will be super large meetings consisting of introductions followed by people talk and timelines - and if you ask a contextual questions such as "Why are we doing this project?", there will be nervous look around and you will be excluded from that projects. If you want to change things, you will be told that, "relationship first", "dont offend people" and "you need to be culture fit".
Replace 80% of Sr.Manager and above with only 20% head - pay them double so you get the top talent from Tech Industries. Keep them accountable. Have them layout a 3 year roadmap and execute against it. Every project should have a measurable benefit. Fearlessly launch new features, test, learn and scale up. There is tremendous amount of brand value to build on - just need passionate and competent people at the top.
I can speak for tech side - needs a complete overhaul. Tech directors and above have many old school people with only retail background, they know nothing about e-commerce. These folks make wrong choices and cost the company $. Generally engineers are mostly ok - they want to work hard and get ahead. Bottlenecking starts at manager and works upwards. Promotions are heavily based on someone “nice”, “someone has potential”, HR, directors don’t have a clue on how to evaluate employees. I was there, fought for couple of years and gave up. Tech is run by id–ts and engineers are in the grind. Org needs to be flattened too. And please get rid of the TPMs, product managers can work directly with engineers - it worked great!
Always protecting incompetent managers (mostly white) at the expense of POC.
Funny how they lay-off the workers that do the actual work but leave the ineffective ‘managers’ who don’t know what’s required for their departments. You can only offload so much to external contractors or vendors.
At this point is anyone really surprised? Nordstrom HR protects abusers and will pull all the stops for them, and high-performing POC are always on the losing end. Thanks for coming to my TED talk.
I suggest if you are in tech not yet in the layoffs yet and do not have good managers to get out. The common thread is that bad leaders are kept overall, the people producing results are being cut. In a nutshell the old school Nordstrom family and friend leadership is k–ling its own brand
Re TPMs, so are you saying that they cut 2,800 in Corp Center last week, and they haven't even hit Technology yet? Can that possibly be true?
I see what they were trying to do with the TPMs, put a technical person in charge of the project, like they do at Microsoft. This beats having non-technical PMs trying to get delivery commitments out of arrogant programmers – the TPM should have the domain knowledge to call BS when it's needed.
How it actually worked out, I dunno. It sounds like it failed, anon.
All TPMs in Tech can go. Tech can quite easily shed 20-25%
Have they swung the axe in Technology yet? Lots of expensive people there drawing a paycheck.