They talk the talk but don't walk the walk - Operations Manager Staples Employee Review

1.0
Sep 11, 2013
Recommend
CEO approval
Business Outlook

Pros

Assistant managers are paid hourly. You work the retail standard of 45 hours per week, however, should you go over 45 hours you are paid true overtime.

Cons

There is little to no valuable training. The expectation is you will take a 15-30 minute online tutorial and be able to execute your role flawlessly. There is much propaganda for concern for the ethical treatment of employees, but in my own experience it is the opposite. I reported my superior for an ethics situation and the result was to move me to another store. One week later when they couldn't find another assistant to work with this manager I was moved back. This manager is still employed despite their inability to execute simple leadership functions. Unfortunately this is simply one example of a long laundry list of similar situations. This company is very fond of conference calls, which allow store managers to say what upper management wants to hear, but upper management does not go into the stores often enough to find that the store managers are not delivering on these phone call promises. The result is an under-performing district.

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5.0
Feb 17, 2026
Recommend
CEO approval
Business Outlook

Pros

Was a good job to have

Cons

Not enough pay per hour.

1.0
Jul 20, 2026
Recommend
CEO approval
Business Outlook

Pros

You will acquire genuinely useful AR and account management skills including Oracle, MS Office, customer support, reporting, and general O2C fundamentals. These skills will help you in future roles and look good on a résumé. To be transparent: those skills will come in handy when you’re searching for a new job later — because based on team conditions, you’ll likely be looking again within a year.

Cons

The Escalation Specialist role was originally part of the Center of Excellence (COE) and fully remote. It is no longer remote. Management relies heavily on weekly “validation” scorecards to evaluate performance. These scorecards often feel subjective and based more on opinion than actual workload, metrics, or demonstrated knowledge. They do not accurately reflect your true performance or skill level. Recognition tends to go to the same small group of individuals (primarily within Vendor Management), even though the Specialists are responsible for the majority of the day‑to‑day work and issue resolution. This creates an uneven sense of visibility and appreciation across the team. You deserve better!

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