Staples - Its not a bad company in the little over a year that i've worked for them. But the pay is rather low. | Glassdoor
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There are newer employer reviews for Staples

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"Its not a bad company in the little over a year that i've worked for them. But the pay is rather low."

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Team Supervisor
Current Employee - Team Supervisor
Doesn't Recommend
Neutral Outlook
Disapproves of CEO

I have been working at Staples full-time (More than a year)

Pros

They provide some benefits for all employees, even part time

Cons

They expect quite a bit out of you, for little compensation.

Advice to Management

Increase wages, or offer commission.

Other Employee Reviews for Staples

  1. "A really fun place to work"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Staples was a great place to work, at least the store I was in. Management was friendly and very constructive. You will gain tons of knowledge from the superiors and your coworkers.

    Cons

    The seasonal crowds can get annoying. BTS is a pain for tech. Just in general it's not a fun time.


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

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - EasyTech Associate
    Current Employee - EasyTech Associate
    Recommends
    Negative Outlook
    No opinion of CEO

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

    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.

There are newer employer reviews for Staples
There are newer employer reviews for Staples

See Most Recent

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