Everyone grows up, gets a job, and hope they someday work for an amazing employer that cares about them. An employer that knows they are a vital part of their organization and that their organization is a vital part of their family’s wellbeing.
The best practices for management and businesses are changing. As a master student in my last semester in management and operational behavior. I have learned and researched great companies that are able to align their employee strengths in order to dominate markets as a united whole. Menards is behind the time when it comes to treatment of employees.
Their employee reviews, and my personal conversation with employees has led me to write this article. Menards your employees deserve better from you. They deserve a system that is based on progressive discipline, professional development, and accountability. I am not talking about your handbook.
I am not talking about what you say but what you do, YOUR ACTIONS. I am talking about employees who has worked for you for over 25 years no written warning, no meaningful conversation, and no important training before a demotion or termination. Any reasonable business professional or your employees would look at this scenario and say "Menards does not care about their employees". Your operations manager goes into your locations and does not talk to employees as if he wants to know their name.
Yelling, mistreatment, and a hopelessness is what your employees face on the daily from your store GM’s and from your corporate office. The corporate office demand someone’s head if a store is having problems. This approach is always going to leave your company less powerful. Don’t you understand that your people are your success?
I don’t want to linger on the negative but stay results oriented. What you need is someone who can go into your stores and change managerial habits. Your stores being based on conformity your needing strong systems in order to not be result oriented. In other words, if you focus on a systems the system always delivers the same result.
Therefore, investing in training is very important. I am not applauding your advisor program as it is really lacking. You will not make any changes with an 8-hour visit. I am talking about a turn around team.
A team that can go into a store disrupt the status quo, retrain leadership, and give the tools that your leaders need to be successful. Then follow up with accountability. Then your human resource staff in every store needs to liaison as a support for your GM’s but be educated in the best practices of progressive discipline, the art of conversation, and positive change management. I know your reading this sitting in your big office and wondering “what’s the point of this article”.
I have seen the need not only from your employee reviews but also because this just happened to my significant other. He has never had another job. He was with you for 25 years, no written warnings except on the day he was demoted, no important conversation about job performance, and lastly no understanding why. You risked losing 25 years of experience that you have an invested interest in.
I am almost always on the side of employers because I have spent a decade studying business and human behavior. This demotion made me sit and think. How can I help Menards be a better employer? Terminations and demotions are necessary.
Putting the right people in the right spots is very important. But terminations and demotions are done after the employee gets written warnings, retraining, and suspension. This allows the employer to lay out their core values and time for the employee to make a change to meet the companies needs. Your people dedicate years of their lives and deserve to have a systematic approach to terminations and demotions.
Hence when this does take place both Menards and the employee understand the job is just not for that employee. Please feel free to call me if you wish to get professional help in developing a system that is a win for Menards and a win for your employees. Menards will be able to lower turnover, decreasing cost related to recruitment. Second you will increase your customer relations because your employees are happy, organized, and excited about what they do.
I know you are reading this thinking how crazy this sounds. No, you are just critical because you deal with the 10 percent of employees that should not be working for you. Your forgetting the 90 percent that is waiting to be energized, engaged, and taught. Wake up!
What you are doing is not working and unfortunately it was at the cost of my family ….25 years, you were his only job, no written warning, and you do not have to have a masters like me to see that this is legal but does not meet the moral responsibility that you have to your staff. 217-220-5999
Reason of review: Work Experience or Job Application.
Preferred solution: It is in my article .