Management is terrible in the Used department. It seems that communication seems to be a common problem amongst their leadership and employees. It feels like many people leave due to this, as a simple conversation with the worker would've saved both parties the mental stress and gymnastics as far as coming to a resolution. As an employee, rather than upper management coming to you about a mistake or concern, they'd rather voice their worries to your direct lead, That is if you even have one, or someone similar, rather than come straight to you. On top of this, they'll shoot your lead an email regarding your performance and mistakes. Rarely, will they include any accomplishments for projects done. These messages to you or your lead are usually about a mistake you made rather than the good you've done for the company over the time you've been with them. This creates a toxic and uncomfortable situation for the employee to have to come to them and ask directly what it is they may have messed up on when it comes to the workflow as well as making sure they're performing at the level expected of them.
On another note, another common issue is the feeling that you're being talked down to rather than a peer. Many times have I heard from others on the floor about their frustration regarding being treated like a child or high-schooler over simple tasks or problems, which contribute to the condescending nature of the daily life at Adorama.
Taking peers advice or opinions on the matter with a grain of salt, if you decide to work here, you quickly realize how much of this can be seen as true over a short period of time.
If you expect to work here, be prepared to feel underpaid for the amount of work you do. They like to see consistency which is reasonable. But, if the workflow increases and you continue to stay consistent but get behind due to staffing issues or the inability to do an absurd amount every day, be prepared for management to get upset that you're not doing more, or doing better. With the way they have what's called their 'bonus structure' which is their incentive bracket. From the time I started, the rules have been changed quite frequently in the past 2 years with little communication regarding changes and when they've been put into effect. This creates a secretive and exclusive nature to who has the information for employees to better understand how they need to perform and what's expected of them. If you hit the top out when it comes to the incentive bracket, you're still seen as someone who could've done more. Always more, and never enough.
