Lowe’s offers competitive employee benefits to attact and retain staff. In addition to market-related salaries, the company also offers annual bonuses, stock options, and other valuable employee benefits. The benefits offered by Lowe’s allows it to compete with other retailers, but fails to differentiate and recognize truly high performing employees.
Lowe’s calculates annual merit increases based on a 3 point scale, which aims to identify underperforming, performing, and high performing staff. However, the three levels fails to differentiate, recognize, and reward truly high performing employees. Also, since merit increases are the primary method of recognizing performance at Lowe’s, the company could do more to retain high performing staff.
Lowe’s should consider expanding is strategies for retaining high-performing employees by offering supplemental training, educational leave, or sabbaticals. Alternatively, the company could offer flexible work locations or flexible work schedules, improved office technology, or upgraded workspaces.
Employees initiate a voluntary separation from Lowes based on three scenarios. Employee submits a notice of separation, the employee abandons their job, or they can takes leave of absence under the Family...
The policies and processes aims to protect the company against employee litigation. The processes and polices were created by the Human Resources department with the help of the Lowe’s Legal department to ensure HR and legal compliance. Lowe’s managers are required to follow these processes, which are built around the creation of a Corrective Action Report (CAR). The CAR is subject to a secondary review and approval by a senior HR manager before it is reviewed with the offending employee. From a legal standpoint, it is imperative that the employee’s side is noted and that no disciplinary action is taken until the CAR review…
