Target reviews

-The AP program has been intertwined with running the whole business a little too much. It is a well known problem in the company where ETL-APs are being pulled out of their workcenter by other ETLs or the Store Leader to run the store, push freight, etc. The AP business partners are trying to keep store management in check, but it happens WAY TOO MUCH. Now that the AP position reports directly to the store manager and not an AP manager, his/her needs come over yours quite a bit. But, when the inventory happens and the shortage is high, it's on you. You have to be able to fight back and say no to requests to be on the floor to get your AP work done. Especially when working internal investigations and booster investigations. The same goes for the HR role, both roles need a lot of "off stage" time and used to be exempt from the Leader on Duty program, but that changed three years ago. There is high turnover in AP and HR due to this. -Going hand in hand with above, if you're pulled on the floor to manage the whole store too much, your work center suffers, forcing you to do some long days to get it caught up. It really depends on the store and manager. Work/life balance can suffer greatly. -You are expected to promote or move into a different store after 18 months. It's frustrating at times, because if you say you are happy where you are at and not relocatable, you are marked down in their "GAPS" grid, which pretty much says if you're promotable or not. You may be a stellar performer and leader in your market, but if you are happy where you are at, don't expect to be looked at for promotional opportunities within your area down the road. -Way too many people with no AP/LP/Investigations background from other workcenters are being promoted into AP business partner positions and higher, perpetuating the cycle of AP being expected to be more store manager than shortage fighter. Those in AP that shirk their core roles of combating shortage and theft/fraud still get promoted where others that make it their mission to reduce shortage, seem to get left in the dust. The company has an issue with those that manage well upward getting promoted. *I would like to add that I was promoted to get this position, so I am not bitter about not getting promoted, these are my observations from looking at those around me.*

Target's culture is very tightly controlled and its expectations of leaders often minimizes the essential role of teaching core business skills to newer members of store leadership teams. An unspoken belief is that due to Target's legendary sytems and technologies, leading a Target store team and an excellent store operation is simply a matter of following instructions. Leadership doesn't always 'walk the talk' when it comes to development. As a store team leader, you are rightly accountable for the development and promotion of executives and evaluated based on the feedback you provide them. As a store team leader, unless you are viewed as a 'problem performer' or 'high potential' - you may not receive any substantive developmental feedback.