Grainger reviews

Performance expectations vary WIDELY from one sales team to another and one region to another. So many people go on "Performance Improvement Plans" for trivial things. Managers are penalized for not retaining everyone which is not realistic (especially when they have to put people on PIPs) Unlike in the rest of Grainger, you only have one manager and that one individual can make or break your career at Grainger. Lots of favoritism is shown to specific people. You get more kudos for being a good little team member than you do for exceeding your sales goals. Long term- this is not a good strategy for a sales team and it's discouraging.