- The video training doesn’t really prepare employees for real experience, if someone is brand new and starting out in a specialty position- they will definitely feel thrown to the wolves.
There is not a true structured, ‘hands-on’ training when you are on the floor- you’ll be winging it a LOT if you don’t jump in and ask questions.
New associates will also (without a doubt) feel discouraged/lost/overwhelmed when left alone to work the department by themselves before they are prepared as they cover for seasoned associates who need to take lunches breaks or are pulled to assist with other departments.
- Lack of weekend flexibility in schedule needs for PT employees, I’ve worked pretty much every Sunday and finding myself really missing my church time. (Request of schedule change was previously denied). My child lives over 100 miles away, and he is only free on weekends- Now with summer approaching, it looks like I’ll either have to miss every opportunity to spend time with him due to working the weekends (no different than the last several months), or quit HD altogether, which is NOT what I want- I actually love it at HD and happy to work more hours DURING the week if it means to have work/life balance that I need.
CORPORATE:
- There is LOT of product waste that could benefit non-profits, or at least be sold at a discount to associates with profits benefiting the Homer Fund- especially since there are no employee discount perks like the competition offers. (I do understand it’s a corporate thing, just seems there are ways to reduce waste and further drive the environmental initiatives HD prides themselves in)
- It is discouraging to see basic safety measures like orange gates not being replaced if missing or broken; product placement at unsafe levels that are hazardous- it would be much cheaper to replace broken gates, or move caulking tubes to a safe level vs. HD paying for employee or customer injuries due to a preventable accident.
Safety Matters!
