verylittlehelps

Quote from: fatlad on 01-02-23, 06:37PMVery true. Out checkouts ate run day to day by the team support whilst the manager can usually be found stacking the shelves.

In my old Extra our checkout manager dat in an office doing F-All while me and my Team support ran the department.

Quote from: Ashbeck on 01-02-23, 09:12PMLength of service isn't used often in redundancy these days as it can be seen as discriminatory due to age. Tosco haven't used it in redundancy criteria in recent years.

Not sure what else than can use

Quote from: lackofinterest on 01-02-23, 08:55PM

Quote from: Redshoes on 01-02-23, 12:11PM

Quote from: Bobmay on 01-02-23, 09:48AM

Quote from: NorthbyNorthwest on 01-02-23, 07:29AMWell, I ended up being proven wrong thinking it was about customer colleagues and not team managers, it's both!
For me I am happy with redundancy ( if I'm eligible ), but I know that some people are distraught out there. I would suggest to those that are affected and fearful of the future, don't be. This company has ground us down to not believe we are worth anything. We are tasked to deliver monumental changes at the drop of a hat by the incompetent's at HO. We can make on the fly decisions and deliver above and beyond on many occasions, and receive zero praise for it. You're better than you think and have a lot bigger skill set that other employers are looking out for. Go into work with your heads held high, continue to do your best for your team, and whether you stay or leave the most important factor is you, as I said above, you're better than you think.

Tesco has become an dump.  Better leave now than later.  The way you see aldi and lidl working is what will happen to staff better to flee sinking ship.Either get better job or go back into education.

Managers are scored. Criteria will be confirmed on mon. The person who gets the highest score get the jobs. You can't refuse it as you have been given a job so are not at risk. If you don't score high enough to get a job it's step down to shift lead or redundancy.
The way it has been done in the past, available jobs in the group have been offered out too. Options will pick up again as stores will be at structure so gaps will need filling going forward.

i bet there's a hell of a lot of managers hoping and praying they don't get the highest score

Yes me✋

Take the money and run. It's an employee market at the minute, places crying out for staff!

If you get the chance to take the money do it. You'll be better valued elsewhere. Tesco is a shadow of its former self.
I can remember 25 odd years ago having a management team close to 30. A store that was full and a team that would work hard whilst having fun and handing a great store back to nights each day. New stores opening which created growth for development and bringing people through the ranks.
Trouble is that changed and things have stagnated. They've cut it too close to the bone and nothing gets done to any real standard. Dot comedy rape the store and cost the business millions when you factor in the hours taken to get the product to the customer door step and the running cost of the vans etc.
Shame to see just how bad it's got.
I left last year and no regrets. For those escaping the circus enjoy. For those left behind good luck.

So what is the set up in your own extra going to be? Mine sounds out of sync with the rest.

This is the rumour

1 manager for Couts/csd/pfs/trolleys

2 managers for fresh

1 manager for grocery/stock/admin/bws/cash/wages

1 manager for non food

Two shift leaders


The grocery/stock control one will be a nightmare. Can't understand the logic in giving that much to one person

Quote from: Towers45 on 01-02-23, 09:33PM

Quote from: Ashbeck on 01-02-23, 09:12PMLength of service isn't used often in redundancy these days as it can be seen as discriminatory due to age. Tosco haven't used it in redundancy criteria in recent years.

Not sure what else than can use

Disciplinary record, competency, experience within other departments outside of current role, achieving KPI's, EOY review grading are some of the possibilities.
Using length of service opens them up to being accused of age discrimination. A 60 year old manager isn't necessarily better suited to the job just because he's worked for the company since before the 25 year old manager was born.

Length of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.

Heard from my fairly decent source that how many Sunday shifts a manager does will be used. Apparently this will show a willingness to help the business outside of your availability

Well my store manager told me directly he expects experience across departments to be the biggest point scorer.

So not just how many departments said manager has managed will count but how many they worked on prior to becoming a manager will too.

So for example, if manager one has managed 3 departments but only worked on 2 prior to becoming a manager but manager two has managed 1 department but worked on 5 previously then manager two edges it on the question.

That to me seems fair. Direct experience on the shop floor is going to be what nails it for people.

Is there a specific role pack for a Shift leader on nights or is it just the same as the day shift leader? I asked my manager if there was but he said there wasn't yet...
I asked because I would like to know what the role entails before potentially applying for it...how can't you go into something like that without knowing what's expected?

Quote from: AlwaysSearching on 01-02-23, 10:47PMSo what is the set up in your own extra going to be? Mine sounds out of sync with the rest.

This is the rumour

1 manager for Couts/csd/pfs/trolleys

2 managers for fresh

1 manager for grocery/stock/admin/bws/cash/wages

1 manager for non food

Two shift leaders


The grocery/stock control one will be a nightmare. Can't understand the logic in giving that much to one person

Every store will be different. How many managers is dependant on how many colleague and how many hours they are contracted to. A manager will get an average of 34 colleagues that work 24 hours. So if there are a lot of low contracted colleagues a single manager will end up with a head count of well over 34.

Quote from: Rodie on 02-02-23, 04:51AMWell my store manager told me directly he expects experience across departments to be the biggest point scorer.

So not just how many departments said manager has managed will count but how many they worked on prior to becoming a manager will too.

So for example, if manager one has managed 3 departments but only worked on 2 prior to becoming a manager but manager two has managed 1 department but worked on 5 previously then manager two edges it on the question.

That to me seems fair. Direct experience on the shop floor is going to be what nails it for people.

I have heard that managers that already manage big teams will score higher. Until mon we will not know for sure. Until then it's all speculation. There is comms down about EOY review prep but I don't think that will be included. For one thing we have not had it yet and the scoring prep starts on mon and another thing is that they need to do all they can in preventing scores being anything less than fair. I could be wrong though. Live warnings and performance will form part of it though.

Quote from: Rumblerumble on 01-02-23, 09:29PM

Quote from: fatlad on 01-02-23, 06:37PMVery true. Out checkouts ate run day to day by the team support whilst the manager can usually be found stacking the shelves.

In my old Extra our checkout manager dat in an office doing F-All while me and my Team support ran the department.

Same in mine. The current front end manager disappears for most of the shift, usually outside smoking, but the s*** is going to hit the fan if she gets given the managers job this time because some TS have time dated pictures of her skiving that they plan to send to head office to prove the SM shows favouritism towards her by allowing her to constantly  get away with it.

Quote from: Redshoes on 02-02-23, 07:29AM

Quote from: Rodie on 02-02-23, 04:51AMWell my store manager told me directly he expects experience across departments to be the biggest point scorer.

So not just how many departments said manager has managed will count but how many they worked on prior to becoming a manager will too.

So for example, if manager one has managed 3 departments but only worked on 2 prior to becoming a manager but manager two has managed 1 department but worked on 5 previously then manager two edges it on the question.

That to me seems fair. Direct experience on the shop floor is going to be what nails it for people.

I have heard that managers that already manage big teams will score higher. Until mon we will not know for sure. Until then it's all speculation. There is comms down about EOY review prep but I don't think that will be included. For one thing we have not had it yet and the scoring prep starts on mon and another thing is that they need to do all they can in preventing scores being anything less than fair. I could be wrong though. Live warnings and performance will form part of it though.

Been told if you have a live warning you are pretty much bottom of the pile.

Another thing I got told is that managers who job share or are part time will be told they must commit to going full time or else they are out.

They couldn't use Sundays as a factor. Tribunal if they made someone redundant based on the fact they can't do Sundays due to religious beliefs.

Length of service is the most commonly used factor in all companies.

Colleague reviews, training complete for colleagues, holidays booked, frog work could be used as that's really the job going forward not shop floor experience. That's a shift leader job now

Quote from: Redshoes on 02-02-23, 07:29AM

Quote from: Rodie on 02-02-23, 04:51AMWell my store manager told me directly he expects experience across departments to be the biggest point scorer.

So not just how many departments said manager has managed will count but how many they worked on prior to becoming a manager will too.

So for example, if manager one has managed 3 departments but only worked on 2 prior to becoming a manager but manager two has managed 1 department but worked on 5 previously then manager two edges it on the question.

That to me seems fair. Direct experience on the shop floor is going to be what nails it for people.

I have heard that managers that already manage big teams will score higher. Until mon we will not know for sure. Until then it's all speculation. There is comms down about EOY review prep but I don't think that will be included. For one thing we have not had it yet and the scoring prep starts on mon and another thing is that they need to do all they can in preventing scores being anything less than fair. I could be wrong though. Live warnings and performance will form part of it though.

That isn't fair though. Take checkouts, like everyone has noted, its team support who run it. The manager of checkouts has the easiest job in the store. So if they score higher just because they have a bigger team that is unfair as they don't manage that section alone.

Quote from: 5fdp on 02-02-23, 12:40AMLength of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.

When you think about it in monetary terms, an older manager with a considerable length of service, is going to cost the company a great deal more in redundancy payout than a youngster on a few years management service.

Quote from: lucgeo on 02-02-23, 07:57AM

Quote from: 5fdp on 02-02-23, 12:40AMLength of service was used on my mgrs . It was when my 3 night mgrs was going thro the process a couple of years ago. Remember they don't gave alot of criteria to go on.so they need to pick something that is black and white and not subjective to SM.

When you think about it in monetary terms, an older manager with a considerable length of service, is going to cost the company a great deal more in redundancy payout than a youngster on a few years management service.

That could be a case of unfair dismissal though. It would only take one to launch a legal bid and others would follow.

That would surely break employment laws on discrimination.

It most certainly is

Discrimination can include: not hiring someone. selecting a particular person for redundancy.

Tesco wouldn't dare go there, hundreds of court cases would follow.

I'm not saying it's right, I was replying to 5fdp who stated it was used in the criteria for their night managers a couple years ago

Its not age discrimination with length of service,its just luck of the draw,someone 60 in 1 shop might have 30yr service and someone 60 in another might only have a few years

I don't advise anyone to be shift leader you will be doing far to much for 1 pound extra an hour which is nothing.It is better to find better job elsewhere or to go into education when get easy job which pays well.