Best Buy

www.bestbuy.com
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Great job.... until it sucks your soul out and tramples it.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Product Process Supervisor in Saint Louis, MO
Current Employee - Product Process Supervisor in Saint Louis, MO

I have been working at Best Buy

Pros

Best Buy as a company is very willing to support you and help you grow as an employee. There are several different types of advancement opportunities and learning options. As long as you are performing well, they will take care of you and help you to advance. The employee discount is amazing and there are even ways to get things cheaper than what an employee could normally get (accommodations program) and that Best Buy doesn't sell. The benefit package is very competitive and the 401(k) matching is above average. The management staff truly tries to make Best Buy a fun place while still running it as a business.

Cons

Best Buy leadership can be very fickle. A lot of times I feel like my talents and additions I bring to the store are taken for granted. I have lead a department hands down better than the any other store in company and still gotten micromanaged and documented for minor issues. Yes, they should have been done according the Stand Operation Platform, but we are all human. If I am outperforming every store, do I need a write up because a sign was the wrong color? And when I take initiative to improve the customer shopping experience, when did that become wasting time.

Advice to ManagementAdvice

You need to stop being so fickle towards employees. The best employees and the worst employees are often one in the same depending on what day it is and how you feel like acting. You are worse than most of the employees as far as behaviors go, so don't hold people accountable to standards you don't hold yourself to. If a manager spends time reading a magazine or talking about sports, or just hanging out, don't get upset at an employee for doing the same thing. If an employee gives 110%, but can't meet unrealistic standards, is it really their fault.

No opinion of CEO

6568 Other Employee Reviews for Best Buy (View Most Recent)

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  1. 1 person found this helpful  

    You'll never get as far as you're promised and you'll always be expected to produce more (only, they wont pay you more).

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Geek Squad, Agent Senior (CIA Senior )
    Current Employee - Geek Squad, Agent Senior (CIA Senior )

    I have been working at Best Buy

    Pros

    The experience and knowledge gained from Best Buy from purely a business perspective has opened my perspective. Not very many company offer the opportunity to learn the nuts and bolts of how a company is structured, operates, pays its bills and earns its keep. The access of financial information about the organization is unprecedented (for example, how many line level employees in the average company have access to the P&L, or even know what it is?)

    Best Buys serves a great lesson in customer service and provides world class technology solutions to everyone, of every lifestyle, of every demographic and does so with scalable options. Best Buy puts direct responsability for the key profitability levers in the hands of its associates and leads through inspiration to unlock the power of its people. Though in a state of re-organization and change, real growth (personal and professional) is acheivable through this organization.

    As one of the most diverse organizations I've ever worked for, there are several ERG (Employee resource groups or diversity support groups). PRIDE (GLBTS alliance), WOLF (Women), LATiN (Latin/Hispanic), ASIAN (asian), BEN (Black Employee Network), INCLUDE (Employees with disabilities), and SaGE ("The Wisdom of Experience")

    Cons

    Growth and potential is (in more cases than not) based entirely on who you know and your standing with them. The organization is extremely based in networking to the extent of detriment. While its encouraging if you are a social butterfly and can work as hard as you play, those who find being social outside of work committments hard or difficult (i.e. anyone with a family, married, partnered, family obligations, school etc), will find advancement difficult.

    Especially amongst the younger or up and coming management ranks, a fair amount of "drinking club" metallity exists which has the overwhelming tendancy to be cliquey and exclusive. Favoritism runs rampant and, as a whole, the organization seems to run more on what goes on outside the store than what goes on inside the store.

    Advice to ManagementAdvice

    Be mindful that people have real lives and that people who are not in management roles aren't working any less hard than those who are. The glass ceilings put in place by your lower management is discouraging and if you ever want people to truly work in an "inspired team", you have to give them a reason to be inspired, not just because their sup. or senior blew smoke of up their shorts.

    If you plan to continue your success, you need to understand two things; 1st, you can't staff an entire company on part time labor (buy in, progression and turn-over are the three largest avoidable obstacles in the way of engaged PT staff). 2nd, turn-over happens when you pay people enough money to pay their bills. When an overwhelming majority of employees are college students or new college grads, bills are larger than mortgages these days and $15-$17/hr being the majority of the best circumstances doesnt get you very far. When management is receiving bonuses on the reduction of labor spent and "productivity" is measure through sales of high-margin services based solutions and not actual "work", you are positioned to fail before you even begin.

    When part time staff have as much if not more knowledge than some of the management in position and the management of the store refuses to listen to their own people because they are management (and go to the extent of waiving it in peoples faces), there is a real problem as well. I've heard of this happening in several stores (not just the one I'm from), and am appauled to think employees have to endure lower managements oppressive approach to overly-transactional management style.

    Don't allow management to bonus on employee performance if that bonus promotes even the slightest shadow of unfairness. Misrepresenting Blue Crew as an employee engagement and motivational tool is wrong, especially in bearish markets, when the money is never going to be their for the average employee. I understand that employees should not "rely" on this bonus as it is only an incentive and not garaunteed, but if thats they way it is management should stop putting so much emphasis on it as it lines the pockets of management and does nothing for the average employee.

    Doesn't Recommend
    Disapproves of CEO
  2. 1 person found this helpful  

    Hey, at least it isn't Circuit City.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Best Buy

    Pros

    There are really great managers in some locations, but a lot of mediocre ones who mostly care about the bottom line and following policy. Look for the stores where everybody seems happy to be there and who don't feel like they should change their behavior when a manager walks by. That said, there's a difference between a good manager who approves of employees explaining all the features of several systems and not just making a quick sale and a manager who's just oblivious.

    The employee discount is nice because you pay wholesale + 5%. You might be able to get better deals online for some things, but it's nice to be able to pick up some toner after your shift.

    Cons

    Not much opportunity to change positions within the store. You are either Sales, Operations, Geek Squad, or LP/Inventory. Someone who wants to change from sales to Geek Squad probably won't get to unless they're in the right place at the right time.

    That's pretty standard across the board in a retail environment, but I think corporations would do better if they realized the talents and interests of their employees instead of trying to find a "body" to fill a position.

    Talking to other employees was also frowned upon, despite the fact that knowledge-sharing and a general level of camaraderie really increases workplace satisfaction.

    Advice to ManagementAdvice

    Listen to your employees and seek to cultivate talent--it will pay off in the long-run. Sure, it's cheaper in the short run to find any Joe Bag O'Donuts with a pulse to fill a position for $7.15 an hour, but if you find people who really love computers/movies/appliances/home theatre and train them to use that passion to fuel their sales, customers are going to get excited about buying things. Someone who buys a point and shoot for their kid's 16th birthday who has a great experience will probably come back when they want a high-end DSLR to take on vacation--with plenty of accessories to boot!

    Disapproves of CEO
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