Quote:
Originally Posted by Senator Clay Davis
It all really depends of the company of course. But large corporations and multi-nationals are driven by keeping variable costs (I.E. labor) down as much as possible. I worked for Liquor Depot (ugh), and they really didn't value their employees or management very much. Some corporations do very much value their employees, but I've found that its rare. They view the jobs as easy enough that employees are disposable (not fireable, rather they can afford to lose people and can replace them with comparable help).
I'll also add I really enjoy doing retail management and would agree it has a great benefit in the long run. Managing people in an environment where quite frankly most of them could care less about the job is a real challenge, and at least in my experience, working within a strict budget and still trying to make a store profitable is quite the challenge and a worthwhile one if you can make it work.
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I don't think it has anything to do with large or small corporations but rather with level of responsibility. As a store manager, how many employees are working for the store, how complicated is the ordering, scheduling, supervision, and maintenance. Even responsibility level will vary between companies. Some have a very formulaic approach that tells you exactly what to order, how to schedule and so on while other companies merely have targets that you have to meet.
My point though was that you can start out managing a smaller store like a Liquor Depot and translate those skills into say a department manager job at a Walmart and from there you can apply to be a store manager at a Sport Mart. Moving up in responsibility and pay as you go.
It is definitely a career if you make it one.