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1 person found this helpful  

Pay is low, work isn't too bad. Depends on manager.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Resident Easy Tech in Presque Isle, ME
Current Employee - Resident Easy Tech in Presque Isle, ME

I have been working at Staples part-time (more than an year)

Pros

I've worked at Staples for about a year now, and at several stores. How fun the job is depends on management.

Fast Paced, 10% discount, Associate Rewards points program, free food. (one store bought us chinese food occasionally.

Worked very well with college schedule, could bounce between stores as I pleased.

Cons

Even though you're a tech associate, they don't really have stock people, so a major part of the job is moving freight and stocking shelves. Even if you are the resident tech, you are still expected to sell.

Advice to ManagementAdvice

Separate jobs. The guy working on the computers shouldn't be the guy unloading pallets. Hire people for that and you will get much higher quality tech associates.

Recommends
Positive Outlook
No opinion of CEO

2066 Other Employee Reviews for Staples (View Most Recent)

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  1. 2 people found this helpful  

    High Expectations, Low Pay, Great Environment

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - EasyTech Associate in DuBois, PA
    Current Employee - EasyTech Associate in DuBois, PA

    I have been working at Staples part-time (more than an year)

    Pros

    Under normal conditions Staples provides a great work environment with extremely supportive and encouraging management, friendly coworkers, and slightly-higher-than-satisfactory training to provide you with knowledge and essential confidence to perform your job well.

    Cons

    Very low pay for job requirements. As an EasyTech Associate, a Resident EasyTech, or a "Certified" Onsite Technician, the hourly pay rate is extremely low compared to the industry average. While EasyTechs need not necessarily have comparable IT training or certifications (such as CompTIA A+), much of the EasyTech services performed requires a higher-level of technical expertise.

    A much larger job requirement to performing IT work as any EasyTech position (be it ET Associate, Resident Tech, Onsite Tech, or ET Expert) is SALES. Of course, profit margin is very low on computers and consumer electronics, especially if on sale (profit margin 1-3%, or a loss if on sale). Companies such as Staples *depend* on high sales of extended warranties (profit margin of 50-70%), EasyTech services (profit margin of 60-70%), and attachments (profit margin varies from 5-40%) to create a "market basket" (every other profitable item in the transaction besides the computer/tablet). EasyTech Associates spend the majority of their time on the clock increasing sales.

    Sales of extended warranties, ET services, and attachments are overly stressed and are by large the highest contributing factors to an employee's performance. Such emphasis on sales numbers can indeed be stressful.

    EasyTechs may also be required to perform various other tasks, completely unrelated to IT, such as assisting customers with Office Supplies, restocking shelves, running POS terminals, and yes, cleaning the bathrooms. Don't be under the impression that once you're hired as an EasyTech all of your responsibilities will deal with IT work and PC sales.

    Commission
    EasyTechs used to receive various forms of commission and incentives, however not on simple PC and electronics sales, but on extended warranties, ET services, and various attachments--key profitable areas for Staples. While Staples may be taking in as much as 70% pure profit in these areas, incentives usually amounted to as little as less than 1% or as high as 5%. Throughout 2012 and so far in 2013, "incentives" programs have consistently varied for each market period (month), with all incentives ending shortly after the start of the 2012 holiday season. As of January, 2013, there is no commission or incentives program.

    Advice to ManagementAdvice

    Continue with the excellent support and encouragement. However, considering the high expectations, requirements, stress, as well as the level of technical expertise compared to base pay and (*lack* of) commission/incentives, working as an EasyTech at Staples is best categorized as "rough". Staples, Inc. makes very high profit from these sales, and shares very little with its employees.

    In 2012, after reviewing my performance report, I was told that I sold approximately $50,000 of extended warranties and EasyTech services, with an estimated profit of around $34,000. While not spectacular, this figure also does *not* include any profitable attachments sold. Working part time throughout the year, my gross income was approximately $11,000, including $1,000 incentives earned part of the year, which now are no longer offered.

    Recommends
    Neutral Outlook
    Disapproves of CEO
  2.  

    Solid company - Opportunities for growth - Too "Corporate"

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Operations Employee in Framingham, MA
    Former Employee - Operations Employee in Framingham, MA

    I worked at Staples full-time (more than an year)

    Pros

    A lot of good managers who are professional and helpful. Pay is about average. Easy commute if you live outside of Boston. Looks great on your resume.

    Cons

    Some office politics. You may feel like the only time a manager or director notices your work is when a mistake occurs. Some of the software was dated, especially for a F-500 company.
    Some co-workers get too comfortable in their current roles and lose ambition (Too many layoffs, not enough promotions) This can lead to attitude and laziness. Paychecks are issued only once per month (learn how to budget)

    Advice to ManagementAdvice

    Talk your employees about new opportunities and their goals. The standard performance review is too formal and won't help a manager properly gauge an employees strengths and weakneses.

    Recommends
    Neutral Outlook
    Approves of CEO
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