Grainger Canada Reviews

Pros

Fun job, once you get the hang of it

Cons

Understaffed, no rush to hire, overworked for no extra salary, amongst other things

Pros

Good Company, with lots of opportunities

Cons

Lots of politics in the finance department.

Pros

The rewards and recognition you receive is directly based on your performance. The relationship's you build with both customer's and internal partner's is the best part of working at AGI.

Cons

The company has worked hard during there transition with both internal operating system's, branch coverage, customer alignment, etc, and the journey is not over, but is finally being realized. Those who stuck it out are starting too see the light at the end of the tunnel.

Pros

Amazing Co-Workers Decent Pay In The Beginning (Jan-Aug 2018) Great Vacation Time Great Attendance Policy Work Is Split Between Emails And Phones, Reducing Burnout On Busy Days

Cons

Supervisors are not creative at all nor are they there for your benefit. They only regurgitate the new and ever changing policies upper management has fed them. In 2018 AGI’s move from brick and mortar to call center money was lost. Their failure to be transparent with the customer base is also the blame in my opinion. Management left it to newly hired call center reps to replace tenured AG branch employees who were experienced in areas such as product knowledge and deliver the same, if not a superior caliber of customer service. The same caliber which comes with time on the job and patience from the customer. In the beginning losing your job came down to attendance, but it seemed like someone was being let go for “we’re in an at-will state” reasons that made management look shady after a while. You do EVERYTHING for the customer, but are paid less than the Grainger US team to do work they would transfer to another agent to get completed. Management/Sups will try to assign tasks to agents to make their jobs easier. It does not benefit you to oblige. If meetings take away from their time to perform their managerial duties, so be it. Do your your job as a CER and hold them to theirs. You work for Canada, but you work in the US so you to combat coming in to work on a slow Canadian holiday you can go unpaid or use PTO. This has always been unacceptable in my eyes. The customer is catered to unhealthily and we as agents are forced per management to baby customers who are also business owners. We are tasked to walk on eggshells to avoid upsetting off the customer because we asked them for the item number for 1 of 101 hammers because the customer only put “Hammer” on the purchase order. We are working with businessmen and women, but unfortunately the whole process makes the customer seem a bit childish and less business like. We should be able to extract information from the customer without them feeling like they’re being taken “hostage” as the trainer so eloquently stated. Any change to policy will always begin with management stating they consulted with agents on the floor to come up with the new policy, but it’s all corporate fluff. Someone with no direct tie to a CER’s position on the floor heard a few calls and came up with some new policy that directly effects the CER negatively because everything related to the customer is our issue to deal with. WE DO EVERYTHING, but box up the merchandise and ship it off. Advancement in Tempe is nonexistent. You want to be a manager hired internally? Go on the 2-3 year SME/Floor Support route. You get paid the same to know more than any supervisor ever would and work with agents face to face more than a sup ever could.

Pros

Great benefits, Great company to work for generally speaking. Lots of opportunity to develop through company intranet resources.

Cons

Work / Life balance could be better. With long tenured employees opportunity for advancement is very minimal unless willing to relocate, and even then the opportunities are very limited.