A few more Lowe's secrets

Nepotism

One thing I didn't mention is nepotism. Its pretty bad at the Executive level. Many of Lowe's Executives (past and present) are the offspring or relatives of previous Lowe's Executives from back in the day. While some are good people, a few achieved their status and power at Lowe's mainly because of who they are/were related to.

Ask yourself this... We all know that Lowe's has a terrible computer system. We all know this. It's fact. Then ask how does the Chief Information Officer, Steve Stone keep his job? Is it because he is doing a good job? Or is it because he is Larry Stone's brother?

Butt Kissers

Then you have the merry band of butt kissers. These people are very dangerous to the health of the company. They are only out for themselves. They are "networkers" who are focused on self promotion and enriching themselves. They will scapegoat, lie, cheat, etc. They have a very "whatever it takes" mentality.

Merit Based Promotions

Are there a few merit based examples? Yes, but they are in a voiceless minority and their life span at the Corporate level is usually pretty short.

If Larry Stone likes you, you will go far. If not, you will sink like a rock.

Lowe's Corporate has two main methods of promotion (sponsorship and legacy) to the Executive level.

Sponsorship

The first method is "Sponsorship", this is when a person is identified as someone with potential. An Executive member of Lowe's Management will take them under their wing and "sponsor" them. In other words, giving them their "seal of approval".

Legacy

The second method is being a legacy. Like in a fraternity. You get extra points because you are/were related to a past Executive member of Lowe's management.

Diversity and Outside Hires

Now Lowe's doesn't want to appear like they are ignoring the diversity issue. So a few mid level positions (Director/VP) at Lowe's Corporate will be filled with outside hires who will help portray a well blended team. 

Some people are recruited and selected not only for their skills, brain power and experience, but also for their skin color, national origin, gender, sexual preferences, etc.

And when possible these outside hires are featured in news articles, company promotional materials, annual reports or at trade shows, industry conferences, etc. I think if Lowe's can hire a really bright and experienced person at this level, they are happy. Now if that person also happens to be a minority, Lowe's views that as an extra added bonus.

Perception -vs- Reality

Lowe's also employs a very diverse College Recruiting team to go after talented people across the United States.

Lowe's College Recruiting Team  (Source Link)

Disclaimer

Are there exceptions to what I have wrote here? Absolutely.

I support the intent of diversity programs and I think the employees of a store or company need to reflect the customer base and communities they serve.

I also think that promotions should be merit/experienced based. Not political or otherwise. But that is not realistic in the world in which we live.

I know all of this is a very touchy and controversial subject. But this post is based on what I know, what I've seen, what I've heard and what I have personally experienced. I think Lowe's is a great company. But they do have a few dirty little secrets.