I wanted to share as much information with everyone regarding the company’s COR stores transition period since many managers are not as transparent about the process.

For one, DOS and above knew since October 2016 (when job cuts where publicly announced) that managers were going to be reduced. DOS and ARSMs (in the know) started making power moves during this time to position certain individuals Either to Level 1B openings or move them around the district to reduce the impact to their teams.

This leads me to a week after the ASM notification call early January. Store managers along with ARSMs and DOS had to start ranking ASMs based on numerous factors. Store managers were definitely “in the know” of the ranking process and if your RSM tells you otherwise, they are being completely dishonest with you. The process was strictly confidential and had to remain as such until the announcement call was going to be conducted. Many RSMs nationwide either provided clues, hints or simply informed their ASMs regarding the surplus process and if their job (the asm) was potentially affected. They were not informed to do so and did not follow protocol.

For those that have been surplus, start preparing for your next career path and know that you are extremely valuable and do not let this process dictate your Worth.

For those that have been retained, congratulations you have been advanced to stage 2.

Beginning late March/April 2017 the company will begin to eliminate non-performing stores/level 1 stores. Managers that are affected will also receive a Severance package or opportunity to advance or find similar job. RSCs/SSRs will also be affected, which currently their positions have are experiencing a hiring freeze.

The company has been going through major restructures with several teams and departments. Last month the Digital Life and merchanding team were reduced.

This month, the Attendance team, RAE and ASMs were affected and RSMs/RSCs/SSRs will be next.

It comes to no surprise the company announced last year they wanted to hire more part time employees. I say this simply because it’s cost efficient to hire part time employees with reduced benefits (little to no overtime pay, health insurance being more costly for the employee, lower hourly requirements compared to tenure employees, etc).

The vision for the company includes eliminating level 1-2 stores, incorporate more Authorized retailers (which is why ARSMs are taking over authorized retailers beginning February 1st), hire more part timers, eliminate commission with higher pay (I.e. brand ambassadors at flagship stores receiving no commission compared to the RSC position) and continuing to have only flagship/SOTF/top level 3 performing stores. If you are not a preforming store, you will be one of the first ones to go. This will occur beginning March/April.

My purpose is to encourage everyone to have a plan in place and prepare for 2020. Remember, for those that have been surplus, allow this opportunity to showcase your skills and worth to the next best company. For those retained, congratulations, you’re in for quite an experience as the company will make drastic changes within the next 1-2 years to gear towards an evolve workforce.