Sears - Top notch Technicians always welcome. | Glassdoor
There are newer employer reviews for Sears
There are newer employer reviews for Sears

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"Top notch Technicians always welcome."

Star Star Star Star Star
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Repair Technician
Current Employee - Repair Technician
Recommends
No opinion of CEO

Pros

A long standing blue chip company that knows it's long term +20 year Technicians are the back bone of their service. Without the 14,000 field Technicians, Sears would be another Home Depot or Lowe's.

Cons

Few, only job more secure for a high performance worker would be a government job. Poor performers find things more difficult.

Advice to Management

Get out into the field 3 to 4 times per year, mandatory. Hear what your "economic changes" and decisions are forcing your customer to wade though.

Other Employee Reviews for Sears

  1. "Don't work at Sears."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Cashier
    Current Employee - Cashier
    Doesn't Recommend
    No opinion of CEO

    Pros

    The people you work with are usually fun and interesting. There are lots of different types of people and you really sharpen your customer service skills and learn lots of new skills.

    Cons

    They expect you to do so much work outside of your job description. They won't respect the hours you want to work and threaten to fire you if you do not reach your goal for selling credit applications. You have to convince customers to sign up for a Sears card. They ignore the fact that some cashiers sell credit cards unethically (saying it is a store card and avoiding the fact that it is a credit card). They would rather the numbers be up.

    Advice to Management

    Don't threaten to fire people who are being paid minimum wage when what they do is much more than what their job is supposed to be like.


  2. Helpful (2)

    "Mixed Performance"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Inventory Analyst
    Current Employee - Inventory Analyst
    No opinion of CEO

    Pros

    Good benefits. There is an overall positive energy that people make the effort to maintain and you will get respect. Upper management does its best to convey a postive opinion about the business, pitching the health of the company to employees much as it would to its investors - understandably, I suppose. The company celebrates successes publically (to the whole company) and rewards outstanding performance.

    Cons

    Workload and high expectations may mean 6 day work weeks and always being behind. My business unit and partners seem to have trouble communicating and taking ownership. Too much politics in terms of protecting your own butt and blaming the ignorant or new people. The politics seem to stifle finding the right solutions, by protecting egos and saving face; which led to some poor decisions and a breakdown in communication.

    Advice to Management

    Sears is an old company that has many layers and is not very nimble. The smaller competitors have less "legacy" not only in terms of technology systems, but also culture. Blending both Kmart and Sears is going to be a continual process, of course, but one it will be critical for Sears Holdings to claim a single and simplified identity. The Sears culture is heavily entrenched with a politics that siphons-off efficiency. While SHC is doing a lot of the right things, I wonder if such a large entity is going to ever transform itself fast enough.
    Kmart and Sears stores are being raped of payroll, leaving the managers very little help. This I think is a huge mistake. Overstressed store workers will lead to many retail illnesses including poor customer service. Turn-over will increase and that means lower long-term production and effectiveness as stores are constantly trying to train new employees - however, without payroll the training is not very complete. Hence, cutting payroll too much leads to declining store performance as seasoned retailers leave (your future does not look good). Since the stores generate the sales, investors loose.

    There is an alternative to cutting payroll across the board in the stores. Meeting certain performance metrics expectations should earn the store extra payroll credits. This motivates performance and then rewards success with money the store can sink into hiring more workers, cycling store performance upward. The store is not rewarded for poor use of that payroll, so the money is invested wisely, and not squandered: performance standards will need to be met - payroll credit given either by percentages or hard numbers depending on the metric. If the manager is smart, they will invest that money in a way that helps surpass the performance metrics to gain even more payroll, driving store performance through the roof, and effectively store profits. The current retail model of cutting payroll to stores is a short-term solution that is uncreative and short-sighted. The retail industry as a whole needs to re-think this strategy.

There are newer employer reviews for Sears
There are newer employer reviews for Sears

See Most Recent

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