For about a year and a half, during the end of high school and the beginning of college, I worked at GameStop. During that time I had three different managers and many different assistant managers. After learning more about operations management, I can reflect on what my managers did well and did poorly. Some of the things that were managed poorly explain why I did not enjoy working there a lot of the time.
One of the main issues at GameStop was what tasks were seen as higher importance than others. As an associate, my job was to work the register and to organize and put away games on the shelves. I found that the other associates would waste their time chatting while I was always sure to work on organizing games when I was not at the register. Whenever I would work, the store started off as a mess and I would get it organized while I was there. The problem here was that no one was being told that they should stop standing around and actually put games away. My managers would always complain to me that the other employees would not organize well, but did nothing about it.
Although I was always on task, I ended up being told that I was not doing well because my sales numbers were not high enough. Some days I would get great numbers, but other days I would not, which showed that what customers buy is not completely dependent on me and how I sell the game, but much more the customers decision. I do understand that selling the games and memberships is of high importance, but I think my managers could have focused on more than just numbers when it comes to employee reviews.
These complaints bugged me and gave me less motivation to work hard, but what I really thought was a poor decision was how my manager decided to schedule me and the other employees at my level. It was clear that I was better at organizing the store and that the other associates were better at selling. Since my numbers were not great, my manager decided to put me on the schedule for busy nights so I could get better at selling, thus pushing the other employees to less busy days. While it is good to learn and get better at what we are not good at, I think it would have made much more sense to put me on the less busy nights so I could focus on getting the store organized and fixing and cleaning up what other employees had organized poorly. The result of the new schedule was that the store was a mess because I had no time to clean it and we did not get great numbers because I was not skilled at that.
Do you think it is more important to have employees improve on what they are not good at or is it better to delegate tasks according to skill level, in order to have higher productivity levels?