THERE IS A HELL! - - - IT IS CALLED RETAIL RETAIL – DEAD END CAREER?

RETAIL – DEAD END CAREER? Another trick I've seen is during job interviews. Managers will lie about a policy, like the mandatory background check that will tell them everything about the candidate's past. This is used to discover dirty secrets. Some candidates will see this technique for what it is. If hired, the manager will have an employee that already has no trust. Blame There is a difference to attributing a problem to the cause and shifting blame. A Retail Manager is responsible for everything under his/her roof. Usually blame can be placed squarely on the manager for poor communication, lack of discipline, no motivation (other than toxic motivations), and poor follow-up. To dodge this responsibility, the manager creates a false trail of warnings and communication. I've heard this a hundred times: "I don't know why he screwed this up, I've told him a hundred times how to do it." Odds are, the manager didn't. Instead, he or she griped and complained and got the result for which he or she must take responsibility. One big-box retailer for which I worked had a team of department supervisors that consistently blamed a night-shift supervisor for their woes. This late-night supervisor wasn't around for impromptu management meetings and therefore couldn't defend himself. The General Manager fell for this blame. When the blame became to much the General Manager felt it was time to confront the night-shift supervisor. The conversation quickly became hostile because the supervisor was insulted by charges against him. After the General Manager saw for himself what the night-shift crew was actually doing (working very hard, working very competently) he made sure to include the night-shift supervisor in all meetings. He also put all of the other supervisors under a magnifying lens. They had lost credibility with the General Manager and their jobs got harder. The associates found out what happened and the supervisors lost the respect of the people they needed most. Gossip Gossiping can be a fun way to share information about others and while away some time. But more often, "it is used as a form of passive aggression, as a tool to isolate and harm others" This is particularly true when managers partake of gossiping. I've been devastated when I heard a manager launch into a gossip session about an associate. If the manager is talking so harshly about that other person, what is he/she saying about me? I've heard manager’s call associates names like "slut" and "fag" while telling some tasteless story about an associate. dodie ste®eo p®odu©tion ™ Page 3 of 17

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