We all worked hard setting things up and keeping an eye on things during the sale. There are several times a year that they have parking lot sales.
The other people I worked with on the floor were fun yet professional and took a great deal of pride in the store and what the customers thought of it. I wasn't employed there long enough to get anything other than my initial probationary review, and that went alright. They also offer access to a computer in the office in the event you want to refresh your training. The management is very approachable and if you're having any difficulties they do all they can to help resolve them. There is also a tutorial of sorts accessible from your cash register if you need it. The training lasted a couple of days and was very hands on, via the computer.
On days when I was one of the opening cashiers there were always a lot of things to get done before opening the doors. Upon arriving at work I usually tried to get my extra duties out of the way before getting on my register. At least before Atlas, it made much more sense and you didn't have to adjust it every day to accommodate employees and their availability. It makes it impossible to just remember the schedule or to have consistecy. You get all kind of weird time intervals to come in and leave. There's always something left to do still.
Gets a bigger bonus and his full hours though. Then you have direct managers who comes in a half hour early every day and rushes you off the clock a half hour earlier so you won't ever get paid the hours you are scheduled. What about team lift safety? How when you have 1 person in the stockroom or 1 person outside to load it in a vehicle? Someone must be tending the register right? There's always a customer who needs your help and askes is there anyone on the sales floor to help and it hurts to say no most of the time. Can't take my half hour lunch or leave the store. Long lines forming because you need head cashier credentials.
Often there is just two people me and one other person included for the entire store to run everything.
It is tough because my store is fairly busy with theives, phone constantly ringing, everyone bombarding you with questions, high expectations from the daily download checklist without the staff scheduled. We have the people willing to pick up and work the hours. We are always short staffed so the store manager can make his bonus on saved store hours. It is a Commonplace practice to hire store managers from external compani. I would have to echo the sentiments about HR written in several other reviews the HR hotline is far from anonymous. The response to the company-wide failure to execute unrealistic expectations is generally firing threats, fear, and intimidation. There is an apparent disconnect between the corporate and store level. Name collection and merchandise management standard operating procedures are essential examples where more than 70% of the stores across the company cannot comply with the expectations. So if you were not hired on as a position you want to stay in permanently and by permanently I mean 2 to 3 years which is the average tenure for most Harbor freight tools veteran do not be fooled by the talk of growth Store managers and DM's are almost exclusively external hires.Ĭompany struggles to implement programs that can be expertly executed at the store level especially given the extremely tight labor budget. The company does not promote from within. The store has turned over 35 employees in a year.
Typical store staff consists of 15 to 18 employees. One of the highest levels of turnover I have ever experienced in retail. Reasonable hours for the average store manager 45 to 50 hours.
Hourly pay and a 40 hour work week for assistant managers I have been working at Harbor Freight Tools full-time (More than a year)