Starbucks Baristas: The daily grind
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Current & Former SMs and SSVs — What are the most important things you look for when deciding (or giving backroom input for SSVs..) who to promote or hire as a new SSV? (self.starbucksbaristas)
submitted by ScreechingEagle
Just like the title says — what are the crucial things for you that make & break a promotion or hire-on to SSV?
For context, here are my facts:
- I haven't worked at sbux */*super/** long but I've wanted to be an SSV since I started & now I'm recently eligible for the SSV promotion since I'm past my first 6 months
- With the terrible staffing shortages for the company combined with whole- and partial- store closings & quarantines, I've made myself extremely useful to 3 separate SMs, sometimes giving them the last minute coverage they need literally to keep their stores open.
- I work overtime constantly & am (I think) generally thought of as broadly competent & in need of no supervision as a barista. Anything a barista might need to be able to do, I can almost certainly do without needing to ask what or how.
So now, especially with the pay increase, I plan to leverage my current position by applying for open shift supervisor roles near me, and I would really like feedback on how I should go about doing this, how to approach various SMs, how to interview, what to cover, what to project, etc; so..
What's your advice here? Any words of caution?
What would you, as an SM, be hoping to find out about me to help make your choice?
Not just personality & other intangibles, what practical considerations matter the most to you? I have totally open availability, should I make sure that's clear from the outset?
What would you, as an SSV, consider to be common red flags that have caused (or *would* cause) you to sink someone's SSV candidacy if an SM asks for your input on their suitability?
Thanks guys, girls, and all other manner of ppl; hope everyone is having a good early fall 🎃🙂
Just like the title says — what are the crucial things for you that make & break a promotion or hire-on to SSV?
For context, here are my facts:
- I haven't worked at sbux */*super/** long but I've wanted to be an SSV since I started & now I'm recently eligible for the SSV promotion since I'm past my first 6 months
- With the terrible staffing shortages for the company combined with whole- and partial- store closings & quarantines, I've made myself extremely useful to 3 separate SMs, sometimes giving them the last minute coverage they need literally to keep their stores open.
- I work overtime constantly & am (I think) generally thought of as broadly competent & in need of no supervision as a barista. Anything a barista might need to be able to do, I can almost certainly do without needing to ask what or how.
So now, especially with the pay increase, I plan to leverage my current position by applying for open shift supervisor roles near me, and I would really like feedback on how I should go about doing this, how to approach various SMs, how to interview, what to cover, what to project, etc; so..
What's your advice here? Any words of caution?
What would you, as an SM, be hoping to find out about me to help make your choice?
Not just personality & other intangibles, what practical considerations matter the most to you? I have totally open availability, should I make sure that's clear from the outset?
What would you, as an SSV, consider to be common red flags that have caused (or *would* cause) you to sink someone's SSV candidacy if an SM asks for your input on their suitability?
Thanks guys, girls, and all other manner of ppl; hope everyone is having a good early fall 🎃🙂
echowolf9 4 points 1y ago
I’ve noticed that many SM’s want to see you take initiatives and take on more responsibilities that a shift would. If they let you, you could try asking them to show you how to/let you do the pull and count.
Personally, I think attitude is really important as a shift. While you may not be happy to be there, if you’re leading the team while clearly unhappy, it will negatively affect how the rest of the team is working. I also think it’s important building a relationship with the baristas and being able to get along with people.
Personally, I think attitude is really important as a shift. While you may not be happy to be there, if you’re leading the team while clearly unhappy, it will negatively affect how the rest of the team is working. I also think it’s important building a relationship with the baristas and being able to get along with people.
queenrara 2 points 1y ago
If you aren't a trainer yet, that is a prerequisite.
If you are a trainer, definitely let your SM know you plan to apply to open postings in taleo. Keep an eye on MyDaily - with career progression changes, managers in your district are required to post in the message board for a minimum of ten days when they are hiring for a ssv vacancy.
Use the field ops guide to leverage and grow your barista approach, use the career development from barista to ssv, and learn about the ssv approach. Become a highly effective communicator and give solutions to problems when you discover them - don't necessarily solve the problem bc it may disrupt the ssvs planning/execution of their shift, but definitely share your thoughts. Bring a barista along and develop them to be the next "you". Grow your coaching skills. Work that costumer connection.
If you are a trainer, definitely let your SM know you plan to apply to open postings in taleo. Keep an eye on MyDaily - with career progression changes, managers in your district are required to post in the message board for a minimum of ten days when they are hiring for a ssv vacancy.
Use the field ops guide to leverage and grow your barista approach, use the career development from barista to ssv, and learn about the ssv approach. Become a highly effective communicator and give solutions to problems when you discover them - don't necessarily solve the problem bc it may disrupt the ssvs planning/execution of their shift, but definitely share your thoughts. Bring a barista along and develop them to be the next "you". Grow your coaching skills. Work that costumer connection.
rudebii 2 points 1y ago
The first step is telling your manager you want to be a lead and ask what they want to see to promote you. That might make you vulnerable to being strung along with the promise of promotion, but that’s the first step. In my day that initiated a “progress plan” towards promotion, dunno if that’s still true.
Good luck OP, but don’t be afraid to cut your losses and seek a promotion somewhere else.
As far as what makes a good lead - you need to be able to manage a shift. You’re the lead, can you run a shift effectively, eg, run breaks, assign roles, float, get shit done? To give an analogy: you are a sergeant for the store, good leads make good stores and can carry green managers. If you can do that, you’re good to go.
Good luck OP, but don’t be afraid to cut your losses and seek a promotion somewhere else.
As far as what makes a good lead - you need to be able to manage a shift. You’re the lead, can you run a shift effectively, eg, run breaks, assign roles, float, get shit done? To give an analogy: you are a sergeant for the store, good leads make good stores and can carry green managers. If you can do that, you’re good to go.
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