Tractor Supply reviews

- On a store level, they do not offer full time hours unless you are a "shift lead". Your hours can vary wildly week by week with little consistency. - When hired, you may be told they aren't hiring for full time "right now". This is to hook you so you think there is a chance to move into full time when there is not. - Shift leads are a couple hourly employees per store who act as manager when the store manager/assistant manager don't want to close or work weekends. Nobody in their right mind would do that amount of work for that little pay. - Hourly pay is low, especially for the work and knowledge required. During a normal week, you'll haul around 50lb bags of feed, drive a forklift, pump propane, take care of baby chickens, advise people on the best grass seed, tell people how to get rid of moles, unload a freight truck, restock shelves, run a cash register, clean the bathrooms, watch for shoplifters, recommend livestock vaccinations, greet every customer that you encounter, sell the TSC credit card, enroll everyone in the customer loyalty program, explain the difference in dog food ingredients, rent out trailers, explain electric versus propane heat, and much more. All for about $12 per hour. - Management likes to remind everyone that if the store makes certain sales goals, everyone gets a monthly bonus that almost makes up another dollar per hour. They bring this up if you ask for more money. The definition of "bonus" indicates that if you have to consider this as part of your hourly compensation, then it stops being a bonus. - The constant focus on the TSC credit card. Cashiers are supposed to annoy every customer into signing up. Because customers can't read the numerous store signs and their email isnt spammed with it? Predatory interest rates don't matter. It feels gross trying to talk someone's 80-year old gramma who only stopped to buy birdseed into getting a credit card. - Little to no ability to move up in the company in a meaningful way. Promotions from within are rare. Applications from internal candidates are ignored or brought up on months later. HR seems to have absolutely no interest in cultivating bench strength. - Since the pay is so low, applicants are hard to find and turnover is high. Because there is an age requirement on some of the job duties like filling propane tanks, they can't fill in with teenagers. Since they can't attract new employees, they can't afford to fire problem employees. - Low staffing makes for dangerous work conditions. Employees are encouraged to come in sick or injured. Working with a skeleton crew causes corners to be cut, guests to go unassisted, phone calls to be ignored, shoplifters to be overlooked, and the potential for robbery is much higher. Plus the constant stress of never having enough hands to get everything done.

The department manager is vindictive. She expects everyone to bend to her will and "mirror the manager". Both supervisors have no previous experience in the companies help desk and the team leaders often don't know the answers to common questions. They will sell you on lies that this is an it opportunity when infact it is a customer service position where all you do is lookup online orders. This is a job for customer service, but upper management cannot figure out how to manage, so there's massive turnover. Resulting in a different dept to pick up the slack. This also contributors to a higher work load. This department is entirely miss managed from the director (no IT or customer service experience) down to the HR rep for the department. The pay is extremely low for the work. They most recently moved the pay from $15.50 to $16.30 which is only a 5% increase when inflation has risen by 9%. The benefits are expensive as well and have risen as well, so if anything you'd be losing money by accepting the position. The insurance is a high deductible plan, which is unfair for those with children and disabilities. Speaking of disabilities, the manager will play against your short comings to keep you in the position and offer you low raises. After a decade with the company my total increase in pay was only $3 over starting pay and that was when it was $15.50 (which has been the starting for 4 plus years). The job is demanding and the managers are demeaning. If you have no store experience, chances of getting promoted are slim. The annual review process consists of the companies mission and values, which is subjective to the manager and have no way of proving this. You actual performance plays no bearing. I was told they don't want or let promotions because "they don't want to lose good workers". One mistake or one bad day is all it takes to lose a good raise, you know.. to support your family during inflation. They will find any flaw to keep from paying what you deserve. The HR business partner will criticize you and allow this treatment. They to will bring past mistakes and side with the manager. You speak out, you will be forced to leave. You are not valued, the managers have bad attitudes on most days and offer little help for on the job training. You WILL be directed to a library of articles that are managed by one person and often do not get updated on a regular basis, leaving most articles out of date. There is no formal structure organization and is often changed daily. There are multiple articles that you are expecited to read daily with no time off the phone to do so. This department is lacking in communication internally and externally. The company refuses to turn over management even at the cost of terrible team morale. They expect perfection from the moment you sign in to the time you leave. There is no exceptions to this as the manager see's herself as a gift to the help desk. She has no formal management training and it shows, immensely.