DG had each direct report comment on a failure each experienced last year. Unfortunately the examples given were more about other people/dept failures. Maybe they should ask the C team should provide the A team with actual failures from our perspective
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Success list is easy. As they repeated over and over last year - they fixed retail and now will look at wholesale.
The failure list is easy to make due to the direction or should I say lack of from the top down. A success list well that would take some imagination.
'streamlining'=continued layoff of lower level employees replaced by new home office vp's and directors. IT appears to be growing out of control.
100% range for bonus? That's if you've met 100% of your goals. Fessing up to your failure insures that won't happen - you admitted you've failed! Look for the Sears/Kfarts to have exceeded their goals, all else to have failed. Cheers!
Senor Cardgage (DG's new nick name, no provado!) sent out an email recapling this. After stating 'I feel good about the progress we've made' he went on to say we 'hit the mark in most areas except TOP LINE SALES.' Followed by a 'fast failure fast list' that glossed over several items that are now 'fixed.' We also have a 'long and challenging road ahead, and lots of work to support our goals.' Then he thanked us for being willing to learn from OUR mistakes. How kind. Why yes, I'd totally be in to a slice of gum! I am not reassured by this man. Not a jot. And that challenging road ahead no doubt means 'streamlining' which is a sinister concept dressed up in an innocuous term.
No, they have indicated the 100% range for bonus at the last corp town hall. TH said we are in like flint.
So the door is shut again?
This is a novel approach. Have your direct reports comment on their failures, which, of course was the failure of THEIR direct reports and use this as justification as to why you are not getting a bonus or raise. Kind of like a form of suicide eh? Dynamic management!
Hmm.....executive floor is a ghost town after 5.
94453; It is appreciated, but I've also found it doesn't make much difference in the eyes of the powers that be. Maybe that makes me a terrible employee but I found a lot of the effort was unnecessary as no one cared/was paying attention. For me I've been on cruise control as a result. Mixed messages on everything from corporate, nothing works, we're always behind schedule. There will be no 'rising up' or 'taking back' the company. You can either go elsewhere, wear yourself down, or try and reclaim your sanity by giving just enough which is what they seem to want.
My biggest failure is I give too much. I can't continue to give and give and give until it hurts. It's because I care so much. I guess that's another failure. I spend so much time supporting my colleagues, I have to accomplish my work after hours. But that's OK. It's important to own the failure. I hope my sharing has helped everyone here.
Just as I suspected... same old bull Sh*t... just different wording from different people.
Failure - keep repeating mistakes expecting a different result. That explains the whole fiscal year. Oh, and thanks for the new office hamster trail.
Did DG admit failure on his perception that part time workers with no benefits were going to work just as hard as full time workers with benefits? Of course he doesn’t have to manage those pt associates so he doesn’t really care does he – the manager is a failure not his plan.