Wireless Lifestyle – Rochester, MN
• Oversee and maintain the integrity of store operating procedures to include: opening, closing, inventory, point of sale paperwork/record keeping… CareerBuilder
Wireless Lifestyle – Minnetonka, MN
The Retail Sales Associate is responsible for the overall guest experience which includes developing professional solutions for our customer's… CareerBuilder
Wireless Lifestyle – Onalaska, WI
Oversee and maintain the integrity of store operating procedures to include: opening, closing, inventory, point of sale paperwork/record keeping… CareerBuilder
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“Fa·cade. Fəˈsäd/: An outward appearance that is maintained to conceal a less pleasant or creditable reality. ”
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Wireless Lifestyle full-time (more than 3 years)Pros
"Advancement opportunites" are present. Growth is a positive factor in any company, but mainly exists due to very high tunrover of both associates and managers.
Gained useful skills to utilize in other career opportunites. As a Retail Store Manager, you are exposed to almost every major aspect of management; from operations to recruiting to sales management.
Working in an environment with technology and fast-paced.Cons
Work and life become one. There is no balance, especially when working in a management role. This is mainly due to consistently changing focuses and policies. The general outlook of upper management and the company when it comes to your role is "sacrifice", cut and dry. Regularly required to attend meetings or emergency meetings with a one day notice. Major Holiday times require almost double the hours. Required to be constantly available and active with your store through the use of regular phone calls and messaging applications on your days off. Questioned on your management dedication when asked for a day of silence.
Staffing. Due to the low pay given to employees (think $10.00/hr. base) and commissions being grossly deducted for CSAT (customer service satisfaction scores, think -20% and -30% for managers), employees are not too keen on the position itself and regularly regard the job as just that, a job. Commission deducts from CSAT are almost always due to wait times in store which is almost always due to limited staff which is almost always due to low pay which is almo-... see where this is going?
Once the micromanaging kicks in from DM's and trickles down to employees through managers, you find a lot of your team "checking out" and being fired or eventually quitting on their own to leave for employers. This leads to CONSTANTLY being under-staffed. The recruitment process can be grueling to get your store staffed, and then once you have a full store, another needs coverage or an employee gets transferred. All of the coverage issues are the "manager's responsibility", leading to working 55+ hours a week. With the low base pay for management as well, this equates to roughly $11-$12/hr. WITHOUT overtime pay, as you are salaried. Remember, Costco Cashiers make more than that.
Poor policy adherence and enforcement. Policies seem to slide by the over-performers and be more strictly enforced with the under-performers. As long as you're selling above your goals and staying off the radar, you'll stay off all radars.
The Core Values can easily be compared to a storefront in Pyongyang, North Korea. They serve as a mask for management and the company as a whole to better position their outlandish goals and their micromanaging tactics. For example... you left work to go home at your scheduled time off to maybe live a bit of your life, but you didn't sell 100% of your goal that day, you are now considered not to be leading by example and you are now not "Exceeding Expectations". Be ready to be required to write an "action plan" email about it tomorrow.
Employment threats were a regular occurrence. Being told your position is expendable, does not exactly help instill "Optimism".
In essence, you will be underpaid. You will constanly feel that your job is on the line. You will spend more time in your store than you do in your home.Advice to ManagementAdvice
Employee appreciation is lacking in a major way. Analyze your staffing model to provide more coverage in stores. Pay your employees a wage that actually compensates them for the time they spend in stores, performing more than the same duties as Sprint Corp. employees.Doesn't RecommendNegative OutlookNo opinion of CEO