There are newer employer reviews for GameStop

3 people found this helpful  

Too much politics, not enough business.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Assistant Store Manager  in  Birmingham, AL
Former Employee - Assistant Store Manager in Birmingham, AL

I worked at GameStop full-time for more than 3 years

Pros

Immediate access to information regarding the gaming industry. The customers often treat you like a rock star. Employees are allowed to take home games to try them out, and the company encourages this as it it creates associates more knowledgeable about the products they sell.

Cons

Gamestop's business model thrives on a false quota system; they encourage pre-sales and memberships as incentive to keep your job, not as incentive to help the customer. This leads to some associates developing underhanded and dishonest ways of making their "quotas" through misinformation or outright lies, or even backstabbing other associates in order to increase their personal percentages, all for the sake of looking good to upper management. Because it is not a true quota system, Gamestop cannot fire you for not making your weekly percentages, but they can extrapolate by assumption that if you do not, it is because you aren't doing your job, and not because of external forces like their customers, which in turn can lead to your termination.

Promotions are just as likely to be given through favoritism as they are through actual hard work. Some associates are even promoted or moved from store to store in an effort to encourage those associates to quit their jobs. To your DM, you are a spreadsheet, not a person. What he thinks he knows about you is formulated through metadata and minimal interactions during store visits.

Individual store success is noted through comparison to the "company average", a set of weekly averages posted concerning each item tracked in the aforementioned "false quota" system. Stores below the average are chastised, whereas stores above are praised, all of this while forgetting the basic mathematics of what defines an "average" - half the company will always be below the line, half the company will always be above the line. Upper management often believes that the store's staff is 100% responsible for an individual store's success relative to the rest of the company, leaving no margin for that success to be partly inherent in the entertainment industry they serve; the corporate guideline is to never accept "luck" as a reason for success.

Whether or not you can sell someone a product is more important than what you know about a product. Gamestop guarantees refunds on some products in the event of customer dissatisfaction, but does not encourage associates to inform the customer about a potential defect in an accessory or to warn against the purchase of a poorly made game, even though these few lost sales translate directly into loyal customers who learn to trust the judgment of the salespeople.

Gamestop does not hire gamers, they hire salespeople. If they can get both in the same package, that's great, but through many interviews with potential associates I noticed that the company was less likely to hire people if they knew a lot about games, I suppose because of the stereotype that gamers are often introverted, antisocial people.

The handbook of rules and regulations is so thick you'd think you worked for the government. Often times even seasoned managers will not know the rulebooks completely, and I have seen employees terminated for rules that were not listed in the handbook they were given upon being hired, but were added to a newer version. Having this many rules also makes it easier for DMs to find ways to fire people they don't like, even if that person has been proven to be a good worker.

The Store Manager's salary is the only paygrade that pays remotely fairly proportional to the amount of work the job requires. The ASM is required to be able to to execute all functions of a store manager and shares an equal amount of the overall workload but will make significantly less pay for the same amount of work. Gamestop encourages all of their associates (from the part-time people all the way up to Store Manager) to work "above their paygrade" in order to make them more promoteable, but they are really creating people who are willing to do more work than they're supposed to without having to sanction a payraise. Given the amount of duties required of an Assistant Store Manager, other companies pay around $14/hr for the same amount of work, whereas Gamestop's starting hourly pay for an ASM is $11/hr. This has a lot to do with why Gamestop's turnover rate is so bad: a lot of people eventually realize they work too hard for what little they make, so they quit. Keeping employee payouts low and turnover rates high is one of the ways Gamestop is able to maintain its status as a Fortune 500 company.

Associates are almost always trained "on-the-fly", as official training must be done only in-store and during times when foot traffic is low and all corporate-assigned tasks have been completed, which in a lot of stores is almost never. As a result, store associates are often trained to complete tasks in the way the trainer wishes them to learn as opposed to exactly how the company wants them to be trained. This lack of commitment by the corporation to training people properly and legitimately is actually detrimental to the store's management team, as improperly trained associates is seen as a workplace management failure, and not a failure of the company to ensure all associates are given enough time after being hired to get trained properly.

Advice to ManagementAdvice

Playing favorites is for high school cliques, not the workplace. Learn to reward people for their personal accomplishments and their value to the company, even if you don't like them. Your job is not to like your subordinates, it is to ensure they can do their jobs. Business is not meant to be personal. Don't make it such.

Promote from within. Hiring management from outside the company is often seen as an affront to your store staff, especially the ones who have been hungry for a promotion. Just because you can hire someone on the outside for cheaper than promoting someone on the inside doesn't mean you should. Workplace dissent is just as damaging to the company as cutting into profits. Take chances on your people; after all, you're the reason they got hired in the first place.

Be willing to admit that you're capable of making mistakes. Upper Management often has no qualms with pointing out the shortcomings they see in their sales teams, but rarely addresses their own failures.

Encourage people to have their own opinions. There are a lot of aspects of the job that your management teams outright loathe, but they are forced to do it for their paycheck. You should not be so naive to think everyone loves everything about their job; there are millions of people doing jobs that pay better than yours that have just as much reason to hate things about their jobs as the kids you pay minimum wage to.

Confirmation bias is bad. A new company initiative isn't successful just because you think it is. Cold-calling people to encourage them to come in and spend money is not an advertising technique, it is a surefire way to alienate your customers.

Stop blaming your sales teams for when a new company initiative doesn't work out the way you planned. There is always a chance that your idea was actually bad (see: the Skylanders buyback initiative, southern region recommerce sales, etc.).

Doesn't Recommend
Negative Outlook
Disapproves of CEO

1327 Other Employee Reviews for GameStop (View Most Recent)

Sort: Rating Date
  1.  

    Overworked

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Store Manager  in  Tigard, OR
    Former Employee - Store Manager in Tigard, OR

    I worked at GameStop full-time for more than 3 years

    Pros

    The best reasons to be here would be the fact that you get paid.

    Cons

    The amount of hours work, merchandise that is stored in a bathroom and next to the toilet will be sold to customers, dishonesty, your quota/numbers over customer service and quality care, negative environment (whether within the store and corporate)

    Advice to ManagementAdvice

    You will be given tasks that you will be unable to complete in the time given. Be prepared to work 60 hours a week and not get paid extra.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2.  

    Not bad to add to your resume but not much else

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Database Administrator  in  Grapevine, TX
    Current Employee - Database Administrator in Grapevine, TX

    I have been working at GameStop full-time for more than a year

    Pros

    Name recognition as many people have heard of GameStop. If you're into video gaming the discount is decent. Pay is good to above-average.

    Cons

    New direction is more conducive to selling a company than growing it. Cheaper and fewer benefits, more 3rd party partnering and a greater focus on hiring new grads means the systems get less efficient and more disjointed.

    Advice to ManagementAdvice

    Heed your own advice and get your head out from the past and look toward the future. Brick/mortar stores for gaming are going to go the way of Blockbuster.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
There are newer employer reviews for GameStop

Worked for GameStop? Contribute to the Community!

Your response will be removed from the review – this cannot be undone.