Grizzly Industrial Inc.

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1 day ago

Part Time Showroom Sales / Cashier – new

Grizzly Industrial Inc. Bellingham, WA

Include: • Greet and assist customers • Answer customer questions regarding merchandise • Complete sales transactions • Assist in the… CareerBuilder

24 days ago

Showroom Supervisor

Grizzly Industrial Inc. Bellingham, WA

Include: • Supervision of all aspects of the showroom operations, including • Merchandising • Inventory • Training and supervision of… CareerBuilder

24 days ago

Ammunition Specialist

Grizzly Industrial Inc. Bellingham, WA

Include: • Answering inbound calls • Placing customer orders • Responding to technical inquiries regarding shooting-related products Job… CareerBuilder

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Grizzly Industrial Inc. Reviews

3 Reviews
3 Reviews

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Shiraz Balolia
1 Rating
  1. 1 person found this helpful  

    Terrible Place to work. Avoid at all cost.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Warehouse in Springfield, MO
    Former Employee - Warehouse in Springfield, MO

    I worked at Grizzly Industrial Inc. full-time (more than 5 years)


    -The pay CAN be descent depending on the position being worked and how long you can stick it out.
    -The hours are alright, good chance you wont work past 6pm Mon-Sat.
    -If there are no workplace accidents they have company provided "Safety Luncheons".
    -Missouri showroom manager is an awesome guy!
    -If you prefer being isolated from your fellow workers...


    -You are isolated from your fellow co-workers. The only idle non work related chit chat that happens takes place in managers offices. Every Departmental supervisor schedules/staggers when each of their workers go to lunch or break so you are essentially taking lunches and breaks by yourself. Floor workers dare not chit chat during work times for fear of being reprimanded.
    -Incredibly high turnover rate causes most departments to be understaffed most all the time therefore the workers in those departments are horribly overworked and ridden to meet production quota's by supervisors that are instructed by the corporate exec's to remain in their offices. Which equates to a do as I say not as I do mentality and generally creates a disconnect between the workers and management which in some cases may only work feet apart.
    -If Grizzly Ind. didn't rewrite the book on micro management they came darn close. There are "Training Modules" for everything being performed on the premises and if you have not "been through the module" you are not allowed to proceed. Your first day and sometimes week of employment is spent sitting in a supervisors office being read to training modules on how the company is going to expect you to perform as well as behave while on the job. The longer that you are employed there the more modules you are required to take (it never stops).
    -The company is highly paranoid of its workers and has a multitude of cameras in place recording each department/station and in some cases particular worker 24/7. These cameras are viewed and can be played back by local managers as well as the corporate headquarter managers on a daily basis if not hourly. They don't walk around to see how things are going, they watch you on their computer or dedicated monitor. I have seen workers walked out the door due to something a manager reportedly witnessed on camera.
    -There is no shortage of management. There are a large number of "managers" and assistant managers in the WA corporate office who's job it is to "manage" department leads/supervisors in all three store locations. So there are corporate managers, asst. managers, general managers, departmental managers, supervisors, departmental supervisors, departmental leads, then the production workers. ANY and ALL requests MUST be sent up the chain for approval.
    -The time off policies are terrible and are written to benefit the employer not the employee. Such as, "when using vacation time you are required to take a minimum of two days off at a time". So if you only have 40 hours of vacation time chances are you will use up your yearly acquired amount of time off fairly quick. If you call in sick you have one of a couple choices, 1) make up the time by working extra hours with in that pay period 2) apply sick time(available after 3 years of employment) 3) apply vacation time.This translates into a lot of people coming into work sick (including myself), some horribly and passing it around to avoid loosing vacation time. I have seen HR take vacation days from people to make up for sick days and even time off for funerals. If you need to leave early for whatever (Dr. visit, child's function, emergency) it will count against your allowed time off OR you will need to work over to cover the time lost. The only exception is inclimate weather.
    -The company prides themselves on only hiring the best for their "team" but once you are hired your past work history and experiences are null and void and you are treated as if you just graduated high school and have no work or life experience. You are treated like a pee-on with no respect or dignity and if you respond by treating your immediate supervisor with the same level of general discourse you are quickly reprimanded (again, do as I say not as I do) or walked out the door to be made an example of. The general consensus among the workers is, surrender your soul, fall in line, and drink the "kool aid" . The ones who cannot abide by those rules leave in search of work elsewhere. They also run people off that they do not want around. It doesn't always matter what you bring to the table or how well you do your job, if they don't like you they have ways of making your life there miserable such as having you drug tested, being reprimanded by HR for taking a bathroom break not during your assigned break time( two scheduled 10 minute brakes a day), direct managers will flip a switch and start giving you the cold(er) shoulder, you will be assigned more work than your co-workers, you will be reprimanded for not following every minute detail set in protocol in hopes that you will get fed up and quit.
    -They refuse to spend money where it is needed. They use a computer system that is horribly out dated (AS/400 green screen). Most everyone's computers are behind the times and are terribly slow. (Important when dealing with customers).
    -If you are unhappy in your current position or want to try something different your requests for transfer fall on deaf ears. The way you get moved is if management wants to do so. And if they want to move you you have absolutely no say in the matter, they wont ask how you feel about it and you will not be involved in the planning. As a worker your input is not valued. "This is what we are doing and this is when we are doing it". Like it or leave it.

    I can continue to go on with additional Con's but as you can see the Cons far out weigh the Pro's (which is why I left). Do yourself a favor and find work elsewhere. You will not be taught anything of value that you can take with you to future employment.

    Advice to ManagementAdvice

    Get on your feet, turn the cameras off, and get hands on with the workers, ask them questions and take their responses to heart after all they are the ones with their thumb on the pulse of whats going on. I think you will find once you start treating people with respect and dignity they will feel valued, production will go up with with less supervision, moral will increase and the need for constant video surveillance will decrease. The success of your company is directly affected by how you treat your employee's.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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