The message is taken to the internet
http://www.free-press-release.com/news-home-depot-video-goes-viral-1274334828.html
http://www.justicenewsflash.com/?p=4398
check out the video
http://www.youtube.com/watch?v=TYeeDjRUS6I
Thursday, May 20, 2010
Sunday, May 16, 2010
Why you are NEVER going to get promoted in Home Depot ?!?!
The abject law of fairness is because of the very aligned management structure. You need them ...they do not need you and you are reminded of that weekly when your paycheck is deposited. As an hourly associate when you have a issue who do you go to? The ASM's, the HR's the store manager. Complain and you are a target. Keep this in mind: about 1000 people control a company of 300K. When I say control I mean they keep you on your toes and happy to get that $10 hour.
The average wage in Home Depot is between $10-11 per hour depending on the state. An ASM can get to $30K-50K range and a store manager twice that and a DM twice what a Store Manager makes. Ask yourself this question: "If I work my ass off and do EXACTLY what is required to learn and become valuable enough for the company as a asset....how do I become a District Manager?". The reason you cannot answer that question is because there is no accountability to anyone who an RVP does and does not promote. There is a system in place that gives the RVP the latitude to promote the store manager they want to in spite of who is most qualified. There is no oversight. They can create the fiefdom they want irrespective of if that person is qualified in any way for that position. There are dozens of abstract metrics that are forced every day to be met. Don’t meet them you are road kill because of performance. Only way to stay in the race is to cheat because that is what all the flavors of the month are doing. Ergo the famous Home Depot phrase “You ain’t cheatin…you aint tryin!!”. If you cross anyone …or if there is someone else that catches the their fancy….the very same things that made everyone else a superstar can now be used against you to get rid of you.
This is why the empty suites and clean apron in that land of bain dead leadship at Atlanta Store Support fear the Employee Freedom of Choice. At the top of the list with a union you have access to Union Lawyers to protect your interest.
http://hr1409.org/
Why does home depot resist reporting their hiring and promotion statistics? Because they have for decades been breaking the law!
http://www.onlineethicalinvestor.org/eidb/wc.dll?eidbproc~reso~8930
Home Depot breaks the law as if it was a sport!
http://www.eeoc.gov/eeoc/newsroom/release/8-7-09b.cfm
Home Depot Leadership is no strangers to class discrimination!
http://www.eeoc.gov/eeoc/newsroom/release/8-25-04.cfm
People get informed or get walked all over!
The average wage in Home Depot is between $10-11 per hour depending on the state. An ASM can get to $30K-50K range and a store manager twice that and a DM twice what a Store Manager makes. Ask yourself this question: "If I work my ass off and do EXACTLY what is required to learn and become valuable enough for the company as a asset....how do I become a District Manager?". The reason you cannot answer that question is because there is no accountability to anyone who an RVP does and does not promote. There is a system in place that gives the RVP the latitude to promote the store manager they want to in spite of who is most qualified. There is no oversight. They can create the fiefdom they want irrespective of if that person is qualified in any way for that position. There are dozens of abstract metrics that are forced every day to be met. Don’t meet them you are road kill because of performance. Only way to stay in the race is to cheat because that is what all the flavors of the month are doing. Ergo the famous Home Depot phrase “You ain’t cheatin…you aint tryin!!”. If you cross anyone …or if there is someone else that catches the their fancy….the very same things that made everyone else a superstar can now be used against you to get rid of you.
This is why the empty suites and clean apron in that land of bain dead leadship at Atlanta Store Support fear the Employee Freedom of Choice. At the top of the list with a union you have access to Union Lawyers to protect your interest.
http://hr1409.org/
Why does home depot resist reporting their hiring and promotion statistics? Because they have for decades been breaking the law!
http://www.onlineethicalinvestor.org/eidb/wc.dll?eidbproc~reso~8930
Home Depot breaks the law as if it was a sport!
http://www.eeoc.gov/eeoc/newsroom/release/8-7-09b.cfm
Home Depot Leadership is no strangers to class discrimination!
http://www.eeoc.gov/eeoc/newsroom/release/8-25-04.cfm
People get informed or get walked all over!
Joe McFarland Ignorant Home Depot Divisional President Lauds his lack of education as a strength and admirable quality!
Joe has been with Home Depot 17 years. Joe is noted as stating to a regional manager with multiple colleges degrees and extensive academic accomplishments that they should go get a refund from the colleges attended because he was able to accomplish great things without so much as a community college credit. Joe McFarland’s abject detestation for all things “smart” is clear with one of his first tasks as Divisional President …to give the green light to his “boys”…the RVP’s that he is close with to “clean house”. This was lead by Joe McFarland’s critical focus on Kim Sentovich / Pac South RVP. This critical focus lead quickly to her replacement soon after Joe became Western Divisional President.
Ms. Sentovich’s accomplishment are extensive
http://www.girlsinc-oc.org/about/board.jsp#kimberly_sentovich
http://www.zoominfo.com/people/Sentovich_Kimberly_684288261.aspx
and it is shocking with the complexities of running a region and division that she is completely overlooked for the division position for Joe and his abject ignorance and complete lack of intellectual curiosity. Experience outside of Home Depot: NONE!
http://corporate.homedepot.com/wps/portal/Leadership/McFarland
It is shocking that in this day of infinite complexities this individual whose resume would not qualify him for a low level management position in a 100 person company.....but he runs 1/3 of the operation of a $70 billion dollar company. Joe’s accession through the ranks begs the question why and how? Made Store Manager in 5 years?! Made District Manager in 4 years?!?! Made RVP in 3 Years?!?! Made Divisional President in 3 years?!?! All this without a single insight into a simple supply and demand model, not scintilla of education on world politics, not a shred of training on how business is run…outside of home depot. This is a person that brings to the table zero experience or education outside of home depot and has a overt expressed disgust for ANY form of education and experience. If a company is gauged by the value of its management …then sell your Home Depot stock fast!!
“Every fool finds a greater one to admire them.” -Bioleau
The ability of Home Depot to con the general public and investment community is epic. Every wall street analyst shops at a Home Depot and know that service sucks. Most analysts have exceptional academic backgrounds and a wealth of experience. They will look at people like this and say “Sure …this guy is qualified to run a $23 Billion Dollar company (1/3 of Home Depot)”. NEGATIVE.
It’s simple cronyism and a text book example of it. Cronyism was the demise of the auto industry and many other industries and it is strangling the life out of Home Depot.
Ms. Sentovich’s accomplishment are extensive
http://www.girlsinc-oc.org/about/board.jsp#kimberly_sentovich
http://www.zoominfo.com/people/Sentovich_Kimberly_684288261.aspx
and it is shocking with the complexities of running a region and division that she is completely overlooked for the division position for Joe and his abject ignorance and complete lack of intellectual curiosity. Experience outside of Home Depot: NONE!
http://corporate.homedepot.com/wps/portal/Leadership/McFarland
It is shocking that in this day of infinite complexities this individual whose resume would not qualify him for a low level management position in a 100 person company.....but he runs 1/3 of the operation of a $70 billion dollar company. Joe’s accession through the ranks begs the question why and how? Made Store Manager in 5 years?! Made District Manager in 4 years?!?! Made RVP in 3 Years?!?! Made Divisional President in 3 years?!?! All this without a single insight into a simple supply and demand model, not scintilla of education on world politics, not a shred of training on how business is run…outside of home depot. This is a person that brings to the table zero experience or education outside of home depot and has a overt expressed disgust for ANY form of education and experience. If a company is gauged by the value of its management …then sell your Home Depot stock fast!!
“Every fool finds a greater one to admire them.” -Bioleau
The ability of Home Depot to con the general public and investment community is epic. Every wall street analyst shops at a Home Depot and know that service sucks. Most analysts have exceptional academic backgrounds and a wealth of experience. They will look at people like this and say “Sure …this guy is qualified to run a $23 Billion Dollar company (1/3 of Home Depot)”. NEGATIVE.
It’s simple cronyism and a text book example of it. Cronyism was the demise of the auto industry and many other industries and it is strangling the life out of Home Depot.
Store Profit Margin on Average %27-30, average wage $10-11 hour with yearly 3% increase
Some of you love the wage you get. Great and good for you. You are the exception. The overall situation for MOST of the 300K Depot associates is far from great. Depot (like Wal-Mart target all the other big box companies) is a company that on one hand attempts to sell the idea that there is principled approach to "taking care of our people" when really "Our people" are the 1000 or so people (DM's, RVP's President...etc) that run the company. They are taking care of those people at the expense of the 322,000 customer facing associates that cover on average 3000 square feet of warehouse.
Look this is simple. If you do well in school, go to the right school, live in the right area, get a job with the right company, work for the right boss, work for the right boss at the right time in your company’s history, get promoted at the right time, happen to know the right people in right circles, who happen to know other people in other right companies, you to can be Frank Blake. Don't hate the player hate the game. It is the 300K associates that need a new game and new program unless they want to continue making $10 hour forever.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
Look this is simple. If you do well in school, go to the right school, live in the right area, get a job with the right company, work for the right boss, work for the right boss at the right time in your company’s history, get promoted at the right time, happen to know the right people in right circles, who happen to know other people in other right companies, you to can be Frank Blake. Don't hate the player hate the game. It is the 300K associates that need a new game and new program unless they want to continue making $10 hour forever.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
Saturday, May 15, 2010
Did you bonus for making the store millions ?!?!?
Go ask the computer room for the recent months P&L. Very easy to read. Down at the bottom will be a number after SSC deductions. Your store will run in the %27-30 profitability range. That is with everything in. EVERYTHING. If you are in a 30Million dollar store that is $9 Million dollars. If you are in a 30 million store you will have maybe 100 associates. If all 100 associates owned that building you would each make $90K. But here is the punch line. If those 100 associates make an average of $10 per hour that $30 Million store paid $2.2 Million in payroll. Think if you were organized into a collective and represented as such you could mover the needle and get some of the profit you worked like a dog to create? Yes…you could. If you were in a union you would have the information available to make an informed decision and improve your situation. Get informed or get walked all over.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
http://www.aflcio.org/joinaunion/voiceatwork/efca/
Questions for your next store meeting :-)
The next time you are at a store meeting bring a copy of your stores recent P&L. At the bottom of your P&L will be the store profitability. Before the meeting ask your scheduler what the store % to payroll is. This is a number of what % of your sales as a store you can use for payroll. Armed with that information ask in your store meeting why do the associates that cover on average 3000 square feet of warehouse only get a 1-3% increase? You will be mortified by the answers. Let me translate for you: You are the "them" and the 1000 people that run the company are the “us”. This group in the US category are living LARGE!!! They are out of the office by 3PM. If they work 30 hours a week that is a long week. They are waited on hand and foot and care less about anything other than having their nasty rears kissed. In the “us” against “them” contest you loose. If you were in a union you would have a fighting chance at some degree of fairness. Get informed or get walked all over.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
http://www.aflcio.org/joinaunion/voiceatwork/efca/
Racism In Home Depot's Promotion Processes
Does racism exist? Yes…it is very easy on every level to ensure minorities do not succeed. Want to ensure someone does not get hired for an hourly job simply rate them poorly on the interview evaluation. Want to ensure a salaried assist manager does not succeed? Send them to a horrible store and ensure they are walked all the time. Want to ensure a Store Manager does not succeed? Ensure he gets the worst Assistant Managers and a few well placed comments will ensure the Regional Vice President does not consider that store manager as one of the “in crowd” and eventually the store will collapse.
Does sexism exist? Go to any store and look at the cashiers. How do young girls seem to only qualify for jobs ringing at a register? The District, Regional and Divisional HR’s serve one and only one purpose: to remove issues from the Home Depot universe. They are not there to ensure the associates do well, most posses a laughable background in HR, and across the board there is SUCH a large disconnect between them and what stores do they bring so little value to the stores, associates, company and shareholders. These HR’s have been “restructured” so many times because they do not add value and never will. Not for the company and not for the associates.
There are rules for days and endless ways to ensure someone fails. Anyone at Home Depot can cheat their way to success, but it can only be done if you are one of the “in” people. You could be the best retail person in the world, but if you are not in…”they” will ensure you do not succeed. I have read a lot of these posts and I can feel for the families and friends of you guys. Here are my suggestions. Try to do great work. Stay out of the politics. Go get some great retail experience. Know your rights under the law. This is worth saying again: KNOW YOUR RIGHTS UNDER THE LAW. Look at getting some type of education that elevates your earning potential. If you are going to make Home Depot a career, be rest assured of (1) long days (2) hostile treatment (3) develop an appetite for large doses of BS. Many will say “hell that is in any company”…at HD it will certainly be on levels you are not going to see in most companies.
So before you ask…”hey since you know all of this…why is someone not doing anything about this?”. Like I said: NOBODY CARES. This is a company that has, does and will continue to crucify anyone that does care
Does sexism exist? Go to any store and look at the cashiers. How do young girls seem to only qualify for jobs ringing at a register? The District, Regional and Divisional HR’s serve one and only one purpose: to remove issues from the Home Depot universe. They are not there to ensure the associates do well, most posses a laughable background in HR, and across the board there is SUCH a large disconnect between them and what stores do they bring so little value to the stores, associates, company and shareholders. These HR’s have been “restructured” so many times because they do not add value and never will. Not for the company and not for the associates.
There are rules for days and endless ways to ensure someone fails. Anyone at Home Depot can cheat their way to success, but it can only be done if you are one of the “in” people. You could be the best retail person in the world, but if you are not in…”they” will ensure you do not succeed. I have read a lot of these posts and I can feel for the families and friends of you guys. Here are my suggestions. Try to do great work. Stay out of the politics. Go get some great retail experience. Know your rights under the law. This is worth saying again: KNOW YOUR RIGHTS UNDER THE LAW. Look at getting some type of education that elevates your earning potential. If you are going to make Home Depot a career, be rest assured of (1) long days (2) hostile treatment (3) develop an appetite for large doses of BS. Many will say “hell that is in any company”…at HD it will certainly be on levels you are not going to see in most companies.
So before you ask…”hey since you know all of this…why is someone not doing anything about this?”. Like I said: NOBODY CARES. This is a company that has, does and will continue to crucify anyone that does care
No Talent Leadership
Many of the managers at Home Depot have been at HD a LONG time. They have very deep connections and those connections are what run Home Depot. In spite of what Frank Blake and Marvin Ellison intend to do with the company there is an inescapable reality: the company of managers at Home Depot are not all good people. The ideal that makes Home Depot work is results first….and everything else ..after that. No exceptions. Employees, customers and everything included. This is why Home Depot fears unions so much. It is not to say that a union will be the solution. But the fact remains that the “Home Depot” values are a lie and they are there to simply say they exist. If you walk into any store the level of lying and cheating is astounding. It is so pronounced it is almost an art. Markdowns can be held and not processed, outs can be fixed by changing on hands, Radio Call Box can be rigged by simply “testing” them for a full day, VOC driven by getting everyone to fill out surveys. What cannot be rigged though is this: walk into any home depot and ask this simple question: Do you see behaviors that represent those ideals on the “value wheel”? In most cases the answer will be no. District Managers are completely nuts and have worked for Home Depot 100 years and know little or nothing about business, never the less people and leadership. RVP’s are so far removed from what they do they might as well as not exist and are completely a waste of payroll. The 3 Presidents are sadly there to just say we have presidents. These 3 layers of management collectively posses such a shallow business acumen they could not get hired at most companies doing 1% of what they are doing now. Just to ensure we never lose our sense of humor there is the Atlanta Store Support center that is filled with 1000’s of retail store and business wash outs that (1) could care less about anyone in the store (2) should have been fired years ago and serve little or no purpose other than to create processes that as Mel Brooks said “protect their phony baloney” jobs.
Sadly guys…no one is listening. The board is not listening. Frank Blake is not listening. Marvin Ellision is not listening and neither are the 3 presidents, the 19 Regional Vice Presidents or the 350 District Managers. The reason they are not listening is because as Alexander Hamilton, said "Those who stand for nothing fall for anything.". My observations have been this: any (if not most) people are draw to work for a company like Home Depot because they have to; they need a job. I think it would be a fair statement that those with great talent for business or management do not think in High School “yeah I would love to work in the concrete aisle for a few dollars above minimum wage at Home Depot”. Additionally the insane behavior displayed from hourly associates, department heads, assistant store managers, store managers, district managers and regional managers is due in many ways to experience (or lack of) and education (and again or lack of). Home Depot is so crock full of cronyism it is amazing it has thrived for 30 years. Case in point: Frank the CEO’s son was just promoted to Home Depot District Manager. Good job!
Sadly guys…no one is listening. The board is not listening. Frank Blake is not listening. Marvin Ellision is not listening and neither are the 3 presidents, the 19 Regional Vice Presidents or the 350 District Managers. The reason they are not listening is because as Alexander Hamilton, said "Those who stand for nothing fall for anything.". My observations have been this: any (if not most) people are draw to work for a company like Home Depot because they have to; they need a job. I think it would be a fair statement that those with great talent for business or management do not think in High School “yeah I would love to work in the concrete aisle for a few dollars above minimum wage at Home Depot”. Additionally the insane behavior displayed from hourly associates, department heads, assistant store managers, store managers, district managers and regional managers is due in many ways to experience (or lack of) and education (and again or lack of). Home Depot is so crock full of cronyism it is amazing it has thrived for 30 years. Case in point: Frank the CEO’s son was just promoted to Home Depot District Manager. Good job!
No Female Store Manager No Bonus
A number of years ago Home Depot was sued because of their abject violations in the HR process that led to very few women getting promoted. Now keep in mind this is with an army of store and district HR’s in place that were completely okay with this abject violation of law. 5 Years ago this RVP had 64 stores in his region and there were 2 female store managers. The female hiring and promotion
has gotten fairer but only because the company had a MASSIVE lawsuit and as a result the bonus structure was changed that effects the RVP's based on the percent of females in position per region. Now that the RVP’s and Divisional President (and the entire district and regional team, HR’s included) stand to lose BIG bonus's due to their bigoted and illegal hiring practices they have started to get rid of the people they like least to attempt to improve the female staffing %. Many on the district, regional and divisional level turn a blind eye to the situation because they don’t want to lose their job taking on the issue or lose their bonus if the female staffing% does not increase. The Jefferson quote "Ignorance and bigotry, like other insanities, are incapable of self-government." is a prime example of why Home Depot and so many of these big box companies are in dire need of the workers organizing, because the self-governance these companies have maintained leaves the hourly workers that are working like mad to improve their lives, little or no leverage. Home Depot labor needs a union to protect it from the unfair practices that exist.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
has gotten fairer but only because the company had a MASSIVE lawsuit and as a result the bonus structure was changed that effects the RVP's based on the percent of females in position per region. Now that the RVP’s and Divisional President (and the entire district and regional team, HR’s included) stand to lose BIG bonus's due to their bigoted and illegal hiring practices they have started to get rid of the people they like least to attempt to improve the female staffing %. Many on the district, regional and divisional level turn a blind eye to the situation because they don’t want to lose their job taking on the issue or lose their bonus if the female staffing% does not increase. The Jefferson quote "Ignorance and bigotry, like other insanities, are incapable of self-government." is a prime example of why Home Depot and so many of these big box companies are in dire need of the workers organizing, because the self-governance these companies have maintained leaves the hourly workers that are working like mad to improve their lives, little or no leverage. Home Depot labor needs a union to protect it from the unfair practices that exist.
http://www.aflcio.org/joinaunion/voiceatwork/efca/
1 Black Store Manager In California’s 200 Stores
1 Black Store Manager In California’s 200Stores
Home Depot California African American store managers that are highly qualified for these $100K+ jobs are forced out of Home Depot (or not hired at all) at drastically higher rates than any other group of people. This is supported by the Regional Vice President Bryan Audiss who oversees every aspect of hiring, firing, training and promoting current and future store managers in California. This is in spite of the sizable African American assistant store managers in a qualified pool that can be trained and promoted. Home Depot refuses requests to detail the diversity in the company for good reason; there is little diversity at Home Depot.
http://www.onlineethicalinvestor.org/eidb/wc.dll?eidbproc~reso~8930
Home Depot California African American store managers that are highly qualified for these $100K+ jobs are forced out of Home Depot (or not hired at all) at drastically higher rates than any other group of people. This is supported by the Regional Vice President Bryan Audiss who oversees every aspect of hiring, firing, training and promoting current and future store managers in California. This is in spite of the sizable African American assistant store managers in a qualified pool that can be trained and promoted. Home Depot refuses requests to detail the diversity in the company for good reason; there is little diversity at Home Depot.
http://www.onlineethicalinvestor.org/eidb/wc.dll?eidbproc~reso~8930
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