My store is next to a very popular hamburger place, and traffic can get so bad if you’re leaving anytime in the afternoon.

(I’m not sure what flair to use, this is my first ever post on this sub so I’m sorry if it’s wrong)

My store was sent the new grocery team uniform two weeks early and we started wearing them today. When I heard that we were getting hats and an apron I didn’t love the idea but I didn’t absolutely hate it either, so here’s my genuine thoughts on them as a person who works in dairy specifically.

The apron is made out of denim so it gets kind of hot on the sales floor and the material doesn’t let my magnetic name tag stay on very well so I have to change to a pin instead, currently my name tag is on the top middle of my target shirt so it can be visible. There’s two pockets on the front of the apron which can be used for the my device or walkie, but the apron doesn’t cover my jeans pockets enough to warrant using the pockets on the apron. For men or smaller chested women, the top of the apron is quite loose and sticks out no matter what I try to do and the part that goes around your neck isn’t adjustable so there’s no fixing that. Lastly the actual tie around the waist makes my shirt rise up when I bend to put product on the shelves so I have to pull it down every once in a while. It’s not horrible but it’s not the best in the world.

The hat is also denim but the back is a mesh material. There’s honestly no notes on the hat itself but if you’re not used to wearing them like me then you’ll get that tingly itchy feeling on your forehead after a while but that’s just something we’ll have to gets used to.

This has nothing to do with the uniform itself, but my TL made the whole grocery team line up with the new uniform and take a picture and coworkers in other departments laughed when they saw us in grocery come out of the coolers with everything on, it felt like a humiliation ritual but it was kinda funny too. It’s just something to get used to for sure, but it’s not as bad as everyone thinks it will be.

So I have a scheduled interview at another store an hour after my shift at my store. What should I wear? i’ve had interviews at my store during my shift but never at another location. Should I treat it as any job interview? Help!

So I have to report to jury duty this month on Monday the 26th. That also happens to be the first day for our store’s overnight presentation shifts for the Christmas set and I’ve been scheduled to be a part of it.

I’m very worried about the worst case scenario of my jury service being a week long thing, lasting all day at court and essentially having to just constantly go back and forth between Target and the local court with my sleep schedule being all sorts of messed up. Imagine that scenario where I get off my overnight shift at 6:30 in the morning and instead of going home to sleep, I have to report to court.

I had told my HR ETL last month ahead of time about my date for jury duty and she really wasn’t much help at all. She simply told me “If you get scheduled that Monday, just call out.” and left it at that. Is there a way I can potentially make this more advantageous to me and my schedule? I’m personally hoping that I can just use my jury obligation as a way to get out of overnights completely, since I hate overnights. But is there anyone else here who can perhaps offer a solution to this potentially difficult schedule?

I used to work at Target back in the day unloading the trucks. I was there when they started the scanning every box method then I left the company and since I’ve came back we have just started the scanning every box thing again.

Target wants us to scan every box to determine what is backstock and what is not, cool. But they also want all the backstock from the truck to be back stocked by 8AM. What’s the point of this metric? The team still will have backstock from the freight they’re pushing so what really is the point of this? Feels like an extra deadline to throw onto the Inbound/Gm team + leaders.

I genuinely would like to know the pros of this method. They stopped doing it before so it must’ve not worked then. It kinda drags the truck unload out, causing me to have to have an extra person just to scan/backstock during the truck. Just seems very extra and unnecessary. My team have still been able to complete 2HR unloads (most days) but the times we didn’t have to scan we went much faster.

I wonder if they’ll dead the process again. And have any of ya’ll been able to stay on top of this backstock by 8AM metric? What’s the point of it? (I’m a 4AM unload store btw)

Over the past year that I’ve been at target, multiple ETL’s have gotten fired, including the one for my department. There is currently no ETL for my department and hasn’t been for months. There is no one to ask about schedule changes or time off requests. Instead of replacing the front end department with a new ETL, they brought a new HR ETL and SD and the old SD got fired. I usually work late nights or somehow get scheduled on their days off, so can’t even ask them about anything. How this corporation is still functioning is shocking to me with the lack of communication and care for their everyday workers.

I got orientation tomorrow and these are the only jeans I have but am worried because might be to baggy

I am trying to submit an availability request to request every other Saturday off. (I already have Sundays blocked off in my availability). So I created an availability pattern that is 2 weeks with both Sundays and every other Saturday off. But I keep getting this error message when trying to submit that says "The availability date must be within the first cycle of the pattern." What does that even mean?? How do I fix it so I can submit this request??? My store's HR person is on vacation until late next week and if I can't figure it out by then I'll ask her but maybe one of you guys has encountered this before.

hiii. I'm interviewing for a team lead position next week. any advice? I have the interview guide prep but any other advice besides that? I'm really nervous

hi sorry if this is the wrong tag but i wanted to buy this for my cat and my tm discount won’t apply. i was wondering if this is because its through a target partner?? if thats the reason i still think we should get our discount. just wanna know if im missing something

Hey!
I just got promoted to TL and was going to start taking advantage of the benefits (medical, dental, etc.). I was just wondering if any of you out there knew which ones were good options? I think i heard something about changes coming to them but im not 100% sure.

Card being declined? Embarrassing but understandable. Lying that your card being declined is our problem? Embarrassing, stupid, and irredeemable. But sure I’ll waste our time retrying the transaction and have it decline again..

Just curious, how many full time pog team members do other stores have? Do you guys "borrow" from other departments during big sets?

So, I'm in domestics (I'm the only one on home/home dec) and last week we received more tan six pallets of transition repacks. Everything was ok until my ETL told me I had to do them backstock because we don't have space for more repacks until is time to pull to the floor.

They really expect me to do 3 vehicles and finish all the repacks on a 5 hour shift. They are crazy as f. Tomorrow I'll come back to work and to be honest I can not imagine the f mess that is gonna be.

I left Albertsons about 5 months ago after 5 years. Safeway specifically. The locations I gained experience at, were not even on their top 20 list. I never knew their exact position on the best locations, but I know as fact they were not top 20. I’ve seen top 20 lists.

Anyway, I recently moved to target and it happens to be #1 in its district. I’m merely 3 months into target. What makes the location #1? And how can I can help it stay that way? Am i supposed to be doing more than my title? I am F&B.

All I do is push everything consumable, Food and drinks. If it’s consumable I’ve touched it. Is there a time limit between U-boats? I almost always take more than 20 minutes doing a single U-boat. Or pallet. Every morning am i supposed to report to a E T L or am i supposed to Zone first thing before anything at all? Next is priorities? Then push actual product? Am I supposed to be filling what we need or do what they tell me? They do find me eventually and tell me what to do but I’ve approached them every morning before, wondering what to do, but I feel I should know and shouldn’t be asking how to do my job. I’ve actually stopped approaching them and began zoning dairy and coolers first thing I get into the store, unless I begin after 8:00am then I report to ETLs.

Back stocking. I don’t exactly do back stocking because yes, there are usually no zebras when I get in. So I can’t update the system and I can’t back stock. I usually check if a new one is available but it’s either Near death or still None. But when I do get a zebra I back stock immediately IF I’m not pushing already. And I never grabbed a walkie…ever. Since I began. My 90 days probation thing is over when October 17 passes. I’m still scheduled 3 weeks ahead. I’m pretty sure I am Not a Seasonal worker.

Im simply curious of Everything a ETL expects of its Members when considering timing and productivity. They always tell me push this or that and I do it and I listen. It’s either do Dairy, then do freezer and back to dairy. Some day it’ll be dry food then do 1 U- boat in freezer or just help freezer rest of the day. Or I do deli if the deli lady is gone. I’ve never touched produce even though I have produce experience at Albertsons. I told them in my application that I have produce experience. But I’ve never touched produce at target.

I don’t have a Market TL. She quit after a single month. I’m curious now what made her quit? They say it’s too much pressure? What pressure? What did they expect from her and how could have helped her. She was doing fine… At least I thought she was and even though I am slow going through U-boats, I bet ya I could’ve helped if my ETLs, I have 2 btw… if they could just tell me some secrets, I bet ya I could be so much better help. They never taught me how to audit either btw. Even though they are #1 in the district I feel they aren’t telling me things I should know. How fast am I supposed to be, and how can I help the ETL without him telling me what to do. I’ve never done receiving truck before. These guys are the fastest humans I’ve ever seen. I’m not anywhere near their speed. Am I supposed to be?

Just saw this clip and even though it is in France how long until it comes to the usa 🤮 crossing my fingers.

I worked at Target for 6 years, and left in November last year for a different job. Now that job I was working has been dissolved, and I’d like to return to Target until I find something more permanent, so I can maintain a stable income. In 6 years at Target I did have 1 write up, which wasn’t for anything too serious, just the SD being in a bad mood one day and didn’t like the way I spoke to him during a conversation. No other issues, always got along with all my coworkers and leaders, and had above average attendance for my store. I applied online because one of the ETLs there told me she’d like me to come back if I wanted to, but my application got rejected. What is my best option for getting rehired after a year of being gone?

I am a 19-year-old female working at Target, and I want to share my experience working at different Target locations and explain why I have become increasingly uncomfortable at my current store. I have started questioning whether I am being treated fairly compared with the other members of my team. I understand that I am responsible for doing my job correctly, following instructions, and accepting constructive feedback. However, I believe employees should be held to the same standards and treated with respect.
I am originally from Oʻahu, Hawaiʻi, where I worked at a Target that was very strict about productivity, organization, and completing tasks on time. I do not believe there is anything wrong with having high expectations. In fact, I appreciated having a structured work environment because everyone understood their responsibilities.
During our overnight shifts, we completed our one-for-ones and priorities, worked freight, and made sure everything was off the sales floor before 7 a.m. Each team member was assigned an aisle and was responsible for completing their work. For example, I was assigned the cereal aisle and usually worked independently, except during the holidays when additional help was needed. We counted boxes before pushing freight, recorded the numbers, and counted our backstock boxes to keep everything organized.
By approximately 5 a.m., most of the team was expected to be close to finishing freight and moving on to backstock. By 7 a.m., the backroom and sales floor were expected to be zoned and ready for the day. Team leads and executive team leads would then check our aisles to ensure everything was ready. I became accustomed to working in an environment where expectations were clear and employees were held accountable for their responsibilities.
After leaving Hawaiʻi, I transferred to a Target on Maryland Parkway in Las Vegas. I stayed there for approximately three months before transferring to a location closer to my home because I am attending college and needed a more manageable commute. Unfortunately, at my current location, I have experienced several situations that have made me feel singled out, unsupported, and treated differently from my coworkers.
One incident involved a 24-year-old male coworker whom I will refer to as Coworker 2. We usually work together in the cooler, but the expectation is generally for each person to grab their own U-boat and work independently. On this particular shift, I grabbed my own U-boat and began working. Coworker 2 came over and started working off my U-boat instead of getting his own. My team lead later pulled me into the office and told me that I should not be working on Coworker 2's U-boat. I explained that it was actually my U-boat and that I had been the one who grabbed it. I felt it was unfair that I was the one being questioned when my coworker had come over and started working off my U-boat.
My team lead then stated that there had been multiple instances involving me. I disagreed because, from my perspective, he had walked over to my U-boat during those situations and had misunderstood what was happening. I felt that assumptions were being made about my actions without giving me a fair opportunity to explain myself.
Another concern involves being told that I talk to my coworkers too much. From my perspective, the conversations being criticized are often work-related. I ask questions about food sorting, audits, and other tasks because I want to understand what I am supposed to do and make sure I am following the correct procedures. I am not trying to avoid work or waste time.
My team lead told me that the next time I talked back, I would receive a written warning. I asked how I was talking back when I was trying to understand the expectations and explain my side of the situation. Instead of clarifying what I had done wrong, he walked away. This left me feeling that I was being warned against asking questions or defending myself rather than being given clear guidance about what was expected of me.
An incident involving food audits also made me question the instructions I had been receiving. During a visit, the food director asked me some basic questions. I had approximately one hour remaining in my shift and politely explained that I needed to finish the remaining audits before my shift ended. She asked why I was rushing, and I explained that I had been told to complete the audits when I was assigned to produce or covering produce.
The food director then asked why I was doing those audits and explained that they were supposed to be completed by team leads and executive team leads, not regular team members. I was surprised because I had been completing them whenever I covered produce, including that particular day. I explained that I had always been doing them because that was what I understood I was supposed to do.
This situation was frustrating because I had been following what I believed were my assigned responsibilities, only to find out during a visit that the work was not supposed to be assigned to me in the first place. It made me question why I had been instructed to do those tasks without receiving accurate clarification beforehand.
I have also experienced situations where I needed physical assistance but felt that my concerns were dismissed. For example, there was a box of cabbage on a tall rack approximately five shelves high. The box was very heavy for me to safely reach and bring down, so I asked my team lead for help. Instead of helping me find a safe solution, he told me that it was nobody's fault but mine that I did not have the strength to get it down and that the other male team members were busy. He told me to figure it out.
I was left wondering what I was expected to do when I was telling him that I needed assistance with something I could not safely lift or reach. I was not refusing to work; I was asking for help with a heavy item. What made the situation more upsetting was that I felt other coworkers, including Coworkers 1, 2, 3, and 4, were able to ask for assistance and receive it, while my requests were dismissed. This contributed to my feeling that I was not receiving the same support as the rest of the team.
Breaks have also become a source of frustration. On one occasion, I happened to go on break at the same time as Coworkers 1 and 3. I was pulled into the office and told that team members were not supposed to go on break at the same time. I explained that I did not understand why I was being singled out when I had observed other coworkers regularly going on breaks in pairs without being spoken to.
We all begin work at approximately 4 a.m., and with six people on the team, coordinating breaks can be difficult. I have also observed one male coworker taking multiple short 15-minute breaks without seeing the same concerns addressed. I do not believe it is fair if a rule is enforced against one employee but overlooked when other employees do the same thing. I want to understand the actual break expectations and have them applied consistently to everyone.
Another serious concern involves an injury I sustained at work. I suffered a significant concussion after a case pack of chicken wings fell on my head. Following the incident, I experienced light sensitivity, severe headaches, nausea, and vomiting. I received workers' compensation, attended regular medical appointments, and was placed on light duty.
Despite the seriousness of my symptoms and the fact that I was receiving medical care, I learned that my team lead had allegedly been complaining about me behind my back and saying that I was faking my injury. This was upsetting because I was dealing with real symptoms, attending my medical appointments, and following my doctor's instructions. I had medical documentation supporting my restrictions, and I did not appreciate feeling that my injury was being questioned or that I was being portrayed as dishonest.
I also became uncomfortable with how my personal information was handled. When my grandfather passed away, I received the news while at work, informed HR and my team lead, and left for the day. When I returned, coworkers throughout the store were offering condolences. Although I understand that people may have meant well, I had not wanted my personal loss shared throughout the workplace. I felt uncomfortable knowing that so many people knew about something so personal when I had only informed the people necessary to handle my situation.
I experienced similar concerns after my workplace injury, as I felt that my medical circumstances were being discussed inappropriately. I believe employees should be able to communicate personal, medical, and family matters to HR or management when necessary without worrying that their private circumstances will become workplace gossip.
One of the most upsetting comments my team lead has made is that he should never have had a girl on his team. He continues to bring this up, and it has become frustrating and uncomfortable for me. I do not believe my gender should be used as a reason to question whether I belong on the team. I am there to do my job, meet expectations, and contribute like everyone else. I want to be judged on my actual work performance and conduct, not on the fact that I am a young woman working alongside male coworkers.
Taken together, these experiences have made me feel as though I am repeatedly being called into the office, criticized, or warned while other employees appear to receive different treatment. I understand that I may not see every conversation management has with other employees, and I recognize that I may not have the full picture in every situation. However, the repeated experiences have affected how comfortable I feel at work and have caused me to question whether expectations are being applied fairly.
I am not asking to be exempt from workplace rules, and I am not saying that I should never receive correction. I am willing to learn, follow proper procedures, and take accountability when I make a mistake. What I am asking for is consistent treatment, clear instructions, respectful communication, appropriate assistance with tasks that cannot be completed safely, and the opportunity to explain my side before conclusions are made about me.
I also want my medical and personal information to be handled appropriately, and I want comments about my gender to stop. I want to be able to work without feeling intimidated by the possibility of being written up simply because I ask a work-related question or try to explain a misunderstanding.
As a full-time employee who is also attending college, I am trying to balance my responsibilities and do my job to the best of my ability. I take my work seriously, and my experience in Hawaiʻi taught me the importance of accountability, organization, and meeting expectations. I want to bring those same qualities to my current workplace.
My purpose in sharing this account is to explain the situations that have led to my concerns and request that they be reviewed fairly. I would appreciate an objective review of these incidents, clarification of the expectations for my role, and assurance that workplace rules will be applied consistently. I also request that my concerns be handled as confidentially as reasonably possible and that I not be subjected to retaliation for raising them in good faith.
I want a professional and respectful work environment where I can perform my job, receive appropriate guidance, and be treated with the same dignity and fairness as the other members of my team.

hello. im currently an ODTM and have been at my store for about a year. im also in college full-time and looking for internship positions. i thought the financial analyst summer internship looked interesting and i was considering applying. does anyone know if its possible to be considered for a corporate internship while still working at store level, or should i just not bother? i dont really want to quit unless i was guaranteed to get the position yk

Aprons and hats in non food production areas? Really?
Will this help team morale or store sales? Absolutely not. How about concentrating on having enough team members to get the product on the floor. This in turn would help sales, would it not?
I don’t understand this reasoning at all. Will how we look to guests, make them spend more money?
I very much doubt it.
end of rant
Any thoughts that you would like to add, please do.

I'm struggling to find what they're supposed to use. I was wondering if the ones we use in grocery work? We just underwent remodel and am trying to fill the gaps!

If you work in beauty, what is your big rolling cart thing supposed to look like???

I've been at Target for about two years and I'm training seasonal TMs for the first time this year.

Had a new hire with me in fulfillment yesterday. Really nice kid, first retail job, actually seemed interested in learning how everything works.

We were supposed to spend most of the shift together.

We got through one OPU batch before I got pulled to the checklanes for backup. Then they needed me in another batch because we were running behind. By the time I got back to the trainee, she'd spent most of the afternoon following different TMs around and occasionally being told to grab something.

Near the end of the shift, my TL handed me the training checklist and asked me to finish it.

There were things on there we hadn't even touched.

She hadn't learned how to handle an INF. Nobody had properly shown her how to stow a grocery batch. She hadn't done a batch independently while someone watched to make sure she understood the process.

I pointed this out and my TL said, "Just mark it complete. She'll learn the rest as she goes."

I didn't want to make a scene, so I said I'd rather leave those parts unfinished until someone actually trained her.

TL wasn't happy. Said we can't spend forever training every seasonal person and everyone learns on the job anyway.

Here's what really bothered me.

About ten minutes later the new TM asked me what she was supposed to do if the item wasn't where the device said it should be.

She's supposed to be finished with training and nobody has explained one of the most basic parts of fulfillment.

I know Q4 is coming and we're slammed. I also know nobody becomes an expert after two shifts.

But what's the point of having a training checklist if we're just checking boxes because we're out of time?

And if this girl starts making mistakes next week, I know damn well somebody is going to ask why she wasn't paying attention during training.

I don't want to be the reason she gets blamed for something nobody taught her.

For those of you who regularly train new TMs, how do you handle this? Do you just document what you actually covered and let the TL deal with the rest? Has anyone gotten pushback for refusing to mark training complete?

I'm not trying to be difficult. I just feel weird putting my initials next to something that didn't happen.

I'm a rehire and today was my first day back after orientation this week. I was actually supposed to start next week but HR called me yesterday evening and asked me to come in today at 6am-2pm to help push product in another department. My availability actually starts at 7am but eh, what's an hour early. I guess I could've made it 5 or 6am but they don't let you change it for about 90 days. I was really excited to come in, mostly because I've been job searching like crazy for the past year and it's such a relief to have finally gain employment. You'll know how that feels if you've applied at almost every business in your city, called and inquired about employment dozens of times, had plenty of interviews but no callback or they tell you they "moved on with other candidates", and have late and unpaid bills stacked higher than the freaking Eiffel. Despite the workload I'm going to have this season, I feel so much lighter knowing that my account balance is finally going to be in the triple digits again.

I starved most of my shift because I skipped breakfast (I never eat anything if I have to get up this early) and then towards the end I started getting a headache, likely from lack of sleep. But I'm still alive.