bobschlob

apple ][ said:

jbdragon said:

Why do so many people these days think they should get high pay, lots of benefits, and not work too hard for a zero skill job a monkey could almost do?  

We need to begin mass replacing all whiny, self-entitled employees across many different types of businesses and replace them with either robots or monkeys.

These people are a joke, and anybody who has a low wage, low skill job may soon find themselves out of a job completely, if they get too uppity.

crashfreeze said:

flootist said:
New poster here, and I promise I'm not a troll. Hello to all. 

Also new poster but and also a former retail employee.

I am surprised you did not mention Ron Johnson who was senior vice president of retail operations at the time and gave a video address to retail store employees at every all staff meeting about goals, successes, and new programs.

I worked in two different stores for 4 years started around 2008. Started in the Midwest and transferred to the New England area. Starting pay varied widely based on region. For example my starting pay was a little over $10 (sales associate) in the midwest but was closer to $14 - $15 when I moved to the New England area with my wife. The pay increase from my move was not a raise but rather to match the pay for that region. The pay rate was much higher than the average in both malls I worked in and was huge attractor to applicants who currently worked in the mall but wanted to start working at the Apple Store.

I worked as a sales associate for 1 and 1/2 years before moving to the business team for a year, then Creative 1 and 1/2 years. I was on the list of potential candidates for Lead Creative when my wife's job required us to move again and I decided to take a different job in our new state.

Every store is different but as far as advancement potential all of our Creative staff were promoted from within the sales staff and almost all our Genius staff were the same. One of the genius staff moved on to work for Apple corporate through a program that give retail staff a chance to advance to corporate that began with a 3 month trial which at the end payed for him and his family to move to Cupertino.

The biggest problem with advancement is the competition. There are a lot of retail employees and you really need to be an outstanding employee to move up. In some office jobs there is an idea that simply being a standard employee for years entitles you to advancement, but at Apple retail you need to prove yourself to earn an advancement which isn't going to work for everyone, especially at stores that have a lot of star employees.

Again, all stores are different. Both stores I worked at had a lot of young employees, but also a mix of all ages. I would say over half the midwest staff were over 30 and smilier on the East coast. The young employees are the ones that come and go fast so the older ones stuck around and were really appreciated. We even had a staff member who was over 60. I myself was in my 20's during my time at Apple. They didn't hire the younger employees for show, it was because that is who most of the applicants were.


I think the truth is that working retail is not the best way to get the relevant job experience necessary to work many of the corporate jobs. Like I said above we did have a Genius move from retail to corporate because they have a recruitment program designed specifically to help employees make the jump. If you want to become the regional sales manager for education in your area, then yes retail is a place you could start. But if want to be a software engineer then a retail job at Apple isn't the best path.

My management always made it clear what the path was for advancement within the retail environment. When I wanted to move from the business team to Creative I told the management staff my desire and they gave me a roadmap of what they expected of me and when openings became available. They also assisted me when I need to transfer to a different state for my spouses work. Quality of management can vary from store to store but one experience with a particular management team is not necessarily a representation of the retail experience.


I applied for a job with the Geek Squad the exact same time I applied at Apple while living in the midwest. The pay rate was the same. Once again regionally this could be different.

y-notround2 said:

blitz1 said:

Having trouble with her being Korean-American? Is it any relevant?

It could have been to subtle for you. It was an attempt to show that there might be a biased toward a certain Korean Company on the Part of Miss Lee.

Borotas_spirit said:

Slurpy, far from it being agenda driven it highlights the challenges companies have with retaining and inspiring staff even for the halo brands.

All major companies have annual internal surveys, they act as a temperature check for the company. Apple is no different and certainly not perfect. Having worked for one of their past Directors of Learning and development you understand the use and power of 'cult of brand' it has strengths and weaknesses. They aren't the first to use cult or hero brand to control staff. Disney wrote the handbook. 

Apple work in a retail market, typically with extended hours an Apple store can have several hundred people working there. All with dreams and aspirations both internal and external. Advancement will generally drive from development in role or change of job role in store or head office. Those opportunities are limited and with such numbers there is naturally frustration for some. Apple like other retailers will try and create development paths by creating several roles with increased responsibilities, pay and reward but can still have challenge to providing meaningful opportunity. 

Like most retailers Apple link pay to additional sales targets, these can be difficult for some as cross sell, up sell does grate at some individuals sense of customer service (if the customer has insurance why should I try and sell to him). Companies are driving their sales staff to form life style relationships with customers. Pick up the phone to any bank and they'll be asking any questions from "what are you doing this weekend, to how's your week been". Some customers like this, many don't, it's about trust. 

360 feedback has been a popular tool for major companies. Some encourage 'frank' feedback based on the theory of high performing teams. Others will look to draw constructive feedback. Daily feedback is ritualistic and frankly tiring to both individuals giving it and receiving it. Far better that the manager working with their team gives daily feedback through coaching. 

Slurpy, Apple has a brilliant brand and it is far from perfect, try to step from under your Apple duvet and see the validity of the article.