![]() ![]() ![]() They staffed according to their matrix, which is based off of sales from TWO YEARS AGO. So we had double the freight incoming, but not enough staff to work it consistently. Our store doubled sales over 2 yr period, but staffing stayed static. Store and corporate management do not care how policy affects workers. A lot of my fellow employees are very supportive of each other. ![]() Insurance is very good, on top of other perks like mental health access, 6% to 4.5% company 401k match, among other fringe benefits. Their compensation is low, but compared to other retail, it's not bad. Basically get hired, handed a vest and sent to your department to teach yourself what you really need to learn while having to take hundreds of corporate standardized mindless quizzes and watching videos.įirst the good. The quarterly bonuses are very difficult to achieve and the payout is laughably low and taxed about 50%. They will not make big changes unless Home Depot does it first. Unfairly based off of favoritism and performance. The hourly pay is no longer friendly with today's market and starting pay is not consistent at all. Store managers will breathe down your neck about hitting metrics (credit cards, pro award sign ups, sales, receipt surveys, etc.) while turning a blind eye to other things just to keep the District Managers off their backs. Corporate are always trying to come up with slightly different ways of doing things while at the same time adding to your workload and adding new metrics you are expected to hit. Upper management just watches the metrics numbers and deals with customer complaints and delivery problems. Department Supervisors are treated as Full-Time employees which are expected to be mini assistant store managers to further lessen the already small work load of upper management. Management asserts a culture of micromanagement and delegation and making you feel less of a person if you are below a management role. ![]()
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