There are newer employer reviews for Staples

It's a great place to work at!

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Sales Associate in Tampa, FL
Former Employee - Sales Associate in Tampa, FL

I worked at Staples part-time (less than a year)

Recommends
Positive Outlook
Approves of CEO
Recommends
Positive Outlook
Approves of CEO

Pros

The management actually train you, and they make sure that you know exactly what you're doing. They are also mindful of your breaks.

Cons

You need to call the manager for almost everything. When they're busy, they tend to get annoyed with you, and the customers get upset, too.

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  1. Management Team

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Sales Service Manager
    Former Employee - Sales Service Manager

    I worked at Staples full-time (more than 5 years)

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    Pros

    great people, sales driven, vibe, customer service

    Cons

    low pay, too many changes at one time, need to focus on one thing and go from there...people aren't robots

    Advice to Management

    Try to see whats actually going on in the store rather then sitting in an office and demanding numbers and provide more payroll.

  2. Tech Positions: Internal dysfunction stifles growth, reward, and job satisfaction in an otherwise fulfilling job.

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

    I have been working at Staples full-time (more than 3 years)

    Recommends
    Negative Outlook
    No opinion of CEO
    Recommends
    Negative Outlook
    No opinion of CEO

    Pros

    -Flexible hours

    -Decent pay (for tech positions)

    -Decent benefits (medical/dental/vision, 50% 401(k) match, stock plan)

    -Some level of individual accountability and reward

    -Occasional incentive programs for selling certain items, services, or combinations

    -Store level management is typically very flexible, responsive to employee requests and concerns when possible, and maintains open communication with associates

    -Opportunities for advancement in non-tech functions are common

    -10% associate discount on nearly everything

    -Ongoing tech training and re-certification on new products, services, and technologies

    -Not commission-based

    Cons

    -Difficult to move upwards within tech positions

    -Management above store level are inconsistent and contradictory with goals and action plans, and are very difficult to work with

    -Management above store level are often demeaning and belittling towards retail employees

    -Team-focused department model often results in disciplinary action, up to and including loss of hours by more than 50%, as a result of a co-worker's/team's performance

    -Tech employees are not valued for technical skills or accreditation, but are used in lieu of other employees wherever possible (cashiering, stocking, janitorial). Be aware that these jobs will usually require more than 75% of your time be spent performing non-technology-related functions. It is not unusual to have one tech associate and one manager operating the whole store, because management will schedule only one employee to save labor. Since non-tech associates cannot perform tech functions, they will schedule a tech associate to perform all duties in a given shift. This system has a strongly negative impact on the team's performance, leading to the situation listed above

    -No potential for commision

    Advice to Management

    Last year (2012), you took some big steps in earning the respect you need from your tech employees. This year, you have made several changes that have undone that, and severely damaged the morale of your tech teams. To reduce your massive turnover rate among your technicians, make us feel valued for the skills and experience we bring to the table. Implement individual TSAT tracking scores. Stop outsourcing your tech support, or else get out of the retail tech support business altogether. Re-focus EasyTech on providing high-quality customer service and even higher-quality tech services. Continue to split the EasyTech teams into sales and service teams that operate independently of each other. Restrict management use of tech employees as general labor, and you will see significant returns.

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