Advance Auto Parts
Advance Auto Parts – Des Moines, IA
Our mission is TO BE THE BEST service and parts supplier in our industry. We will successfully achieve our mission by working as One Team driven by… Advance Auto Parts
Advance Auto Parts – Charlotte, NC
If so, Advance Auto Parts would like to talk to you! We are the largest automotive aftermarket retailer in the country, and we're growing! We have… CareerBuilder
Advance Auto Parts – Lakeland, FL
include the following: Other duties may be assigned Assist Department Manager with daily departmental duties Perform any… TopUSAJobs
Advance Auto Parts – Hazlehurst, MS
The DC Operations Manager partners with the General Manager and/ or Assistant General Manager to develop and implement strategies that drive… TopUSAJobs
Advance Auto Parts – Kutztown, PA
include the following, but not limited to: Supervisory: Directly or indirectly supervises all team members in the department. Perform any number of… TopUSAJobs
Advance Auto Parts – Remington, IN
Perform technical repairs on equipment under a Maintenance Mechanic III Technician or Maintenance Manager Install and repair electrical apparatus… TopUSAJobs
Advance Auto Parts, Inc. – Dallas, TX
• Maintain commercial customer relationships • Provide GAS2 selling experience commercial customers • Achieve personal / store sales goals and… Snagajob
Advance Auto Parts Photos
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Advance Auto Parts full-time (less than an year)Pros
My supervisor and those higher on the ladder have demonstrated interest in me, my training, and my advancement. Scheduling has been flexible. The company-supplied training is helpful.Cons
The wages are extremely low. I work full-time, but I qualify for medicaid and SNAP. I work hard for my bonuses, but they are not big enough to make a difference.Advice to ManagementAdvice
Make profit sharing or bonuses available to all hourly employees who have been with the company at least three months. As things stand, non-management employees are expected to work to get their supervisors bonuses.
I would make bonuses more dependent on team results than they are now. You call us team members, but provide incentives to work against each other if a good sale is possible.
Integrate the store-based and Internet-based systems. You make me look bad a couple of times per week with the current system. You also use the Internet to remove potential bonus money from my hands and then expect me to to serve Internet customers just as well as retail floor customers.
Pay a living wage. If you really want service to be our best part, compensate the people who provide it adequately.
You have work to do to demonstrate that the company's values (serve, inspire, grow) are consistent with the emphasis on developing a sales culture. Let's develop a service culture.
Get your eyes off AutoZone. Everyone knows that they are dirtball company. Do not compare to them.
Improve the technology. Our computer system is slow and inflexible. Give us keyword search for everything on the retail floor in the EPC. As it stands, I have to go to the AAP website to keyword search retail items. Our internet connection is slow, and it is an awkward multistage process to find an item and determine if it is in our store or not. Use Summit Racing's website as a benchmark, and then try to better it.
If you want us to sell performance parts (Edelbrock, Holley, Mr. Gasket, etc.) give us technological tools to do so (see my previous comment about Summit).
The AST training is good, but if you really want to sell to the hardcore car guy/gal as you say, then we need to step it up even more. At least RPP's, CPP's, AGM's, and GM's need more hands-on training and experience. Perhaps partner with a local community college to provide shop-based experiences.
Lengthen battery warranties. A lot of people use battery warranty as their key indicator of quality.RecommendsPositive OutlookNo opinion of CEO