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Best Buy Generalist Reviews

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Generalist

5.0
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Employee Reviews

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Pros
  • "The employee discount is great and I love the accommodations" (in 1863 reviews)

  • "Fun to work for and all around enjoyable" (in 314 reviews)

Cons
  • "Hours are long and tough to manage work life balance" (in 502 reviews)

  • "New full-time employees PTO hours are extremely small" (in 563 reviews)

More Pros and Cons

  1. "Great environment and values!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Human Resources Generalist in Richfield, MN
    Current Employee - Human Resources Generalist in Richfield, MN
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Best Buy full-time (Less than a year)

    Pros

    Best Buy offers a great campus, culture and work environment.

    Cons

    The only downside I have experienced working here is the organization's inability to recognize work experience before coming to work at Best Buy and the promotion system in HR.

    Advice to Management

    The promotion system in HR is difficult and is based on who you know and not competency based or related to past work experience. Good hiring decisions are not made when popularity is the selection criteria over experience. Older employees in HR are not promoted nearly as often as young female employees.


  2. Helpful (1)

    "Those who plan to join as part of the team to renew blue......be prepared for a difficult onboarding"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Human Resources Generalist in Richfield, MN
    Former Employee - Human Resources Generalist in Richfield, MN
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I worked at Best Buy full-time (More than 3 years)

    Pros

    My exposure was corporate (not the stores): The culture is energizing, the industry is fast moving and exciting, the focus by sr. leadership is on the right thing (the field), and if you are excited about fixing things there is much broker (great opportunity).

    The new executive leadership (about 70% are new). The president has fundementally shifted the senior ranks of the company and holding them accountable. The issue (see more in cons) is that the culture below them is an opt-in or opt-out culture....many of those below are just ducking their heads waiting for all of the change to go away and hoping that nobody really reinforces the end to ROWE (results oriented work environment).

    Cons

    Culture: The culture is so extremely relationship based that if you have not been with the company during their hayday (last 15-20 years) it is next to impossible to get anything done. New leaders (even at exective level) have a very hard time getting things done.....VERY political with politics based on years of service.

    Leadership: The company (especially at the VP level and below) are stuck - stuck in the way things have always been done; stuck because of the systems and the way things were done; and in scramble mode. Every two years the strategy turns back to the previous and the issues that are really holding the company back are not addressed...because of most often turf.

    Work: Priorities change daily, not a lot gets completed well (if you pride yourself on quality work done right....this isn't the place for you), and there are so many problems that everyone is constantly scrambling to make sure all of the bandaids are sticking vs. really solving the issues.

    The Cuts: BBY had no choice but to cut fast and deep.....the CAO promised not to let down wallstreet and cutting heads was the only way to say their past few quarters. But they cut many really talented workers with many years of experience.

    Advice to Management

    You just got rid of your entire Lean Six Sigma team, much of your L&D org., half of your talent mgmt. group, all of your OD team, and your HR group is really disfunctional. My advise.....balance your focus on wallstreet and cutting expenses with re-enforcing your core. You desperately needed LSS and to build a process honoring culture.....the loss of talent significantly hindered your ability to build this process efficiency capability.