retail sales associate

warehouse associate

customer service representative

sales associate

manufacturing associate

Ashley Furniture Industries

As a Material handler operating an aisle mobile hybrid crane vehicle
 To lift, move, and position items to be stored within the high-rise
 Storage area gained knowledge of DDSP's warehousing and supply
 Procedures and policies. Interpreted and adapted agency instructions,
Regulations, policies, and procedures at an intermediate
 Organizational level to fit specific requirements of the local
 Organization. Used mobile computer stations, radio frequency devices,
 And operated a mobile aisle crane to pick, pack, and stow material
 Requisition orders. Examine products to verify conformance to quality
 Standards. Load and unload items from machines, conveyors, and
 Conveyances. Reported any shortages, damaged, overages, and wrong
 Material to responsible personnel according to procedure. Packed
 Material according to classification be it electro static sensitive
 Device, fragile material, glass, foreign military sale, or a heavy
Item. Utilized various measuring and calculating devices to determine
 Count, weight, length, and height for material release orders. Gained
 Knowledge of different entities of the 1348 pertaining to priority,
Required delivery date, function flag, surc, multi line picks,
 Continuous packs, single line packs, mission capability, air craft on
Ground, esoc, price, nomenclature, unit of issue, and level of pack
 Class.
Utilized and operated numerous types of material handling equipment to
 Distribute material throughout the entire warehouse. Used standup, sit
 Down, bendi, reach and tear, wing mass forklifts, electrical tugs, and
 A scooter when needed for heavy or palletized items and for loading
 And offloading trucks. Conducted daily inspections and maintenance
 Checks on equipment to ensure safety and no deviances were apparent.
 Used chocks stands, and dock plates to ensure safety while loading and
 Offloading trucks. In addition to safety checks, conducted routine
 Maintenance checks on oil, gas, water, air pressure, staring wheel,
 Horn, and hydraulic lines before operating any machine handling
 Equipment and reported any malfunctions to proper personnel. Also
 Utilized automated mobile carts and conveyance lines to distribute
 Material throughout the eastern distribution center (EDC).

 As a material handler, assisting on the rack floor in the automated
 Warehouse, acting as a lead supply tech, I am responsible for
 Performing technical supply support and research investigations
 Generated by discrepancies identified by physical inventory counts and
Recorded balances. Serve as a work leader and work one on one with a
 Supervisor and value stream manager to ensure timely accomplishments
 Of assigned workload.  Have experience and the ability to distribute
 And balance the workload among employee according to establish
 Workflow or area needs, while ensuring that each employee has adequate
 Work to stay productive. Provided training to new leader and lower
 Grade support staff on new and old system application. Devised a
 Spreadsheet of daily workload data to save time and improve the
 Efficiency of work area. Communicate effectively, both written and
 Orally to my supervisors, and peers regarding work analysis results,
 Reports and recommendations. Analyze inventory with various computer
 Locator records, listings, printouts, receipts due in and received
 Files and other locator data to assist in locating them. Physically
 Searches all locations to include adjacent and deleted locations as
 Identified through office research or known by experience to exist at
 Previous locations in warehouse to see if stock is out of location at
 Time of research by stock selector. Performs in depth research and
 Causative inventory analysis of major discrepancies determined as a
 Result of inventories, denials, letter of investigation and reports of
 Survey. Plan and ensure that each employee has enough work to meet
 Productivity standard and complete the workload in a timely manner.
 Have knowledge and can answer questions on procedures, policies, and
 Directives. Maintain a direct line of communication with first line
 Supervisor and other departments advising them of any developments
 That may affect their function in an effort to foster teamwork and
 Cooperation between units.

 Responsible for monitoring progress of work, backlog, and day to day
 Adjustments as necessary. Use the Distribution Standard System (DSS)
 To prepare documents such as reprints of pick tickets, reprints of
 Rewarehousing tickets. Ability to prepare in depth research of returns
 And redistributed material and new procurements by verifying the
 National Stock Number (NSN), condition code, date of pack, and shelf
 Life using FED LOG. Ability to prepare daily work load spread sheets
 For movement of employees to work and to keep busy. Ability to prepare
 End of shift pass off for the next shift. Obtain information or
 Decisions from first lone supervisor to relay those instructions said
 To the employees, clearly performing task as a work leader. Knowledge
 Of materials and skill in dexterity and safety within the warehouse
 Environments. Ability to troubleshoot problems that may arise and
 Check on work of other employees to assure that the first line
 Supervisor instructions on work procedures has been met. Obtain
 Assistance from work leader or supervisor when backlogs cannot be
 Disposed of promptly. Amend and reject work that does not meet
 Criteria standards. Review item characteristics to ensure correct of
 Preferred storage locations are utilized. Verify inventory
 Computations by comparing them to physical counts of stock, and
 Investigate discrepancies or adjust errors. Determine proper storage
 Methods, identification, and stock location based on turnover,
 Environmental factors, and physical capabilities of facilities.
 Examine and inspect stock items for wear or defects, reporting any
 Damage to supervisors. Receive and count stock items, and record data
 Manually or using computer. Ensure the implementations of new policies
 And procures whenever a new standard should arise. Maintain records of
 Work accomplishments and prepare production reports as requested.
 Instruct employees in specific tasks and job techniques. Assists
 Senior specialists in organization and performing the full range of
 Warehouse functions in order to process material discrepancies and
 Rewarehousing material, reviews items characteristics such as special
 Storage requirements, popularity, security requirements. Gathered data
 Used by the specialists to analyze trends or recurring discrepancies
 Within the automated warehouse.

 Assists the Facilities Operation Personal (FOP's) and the electronic
 Maintenance’s in keeping the automated system up and running with
 Limited down time (I.e. the overhead conveyance line, the inside chain
 Line, and the outside cart line loop5). Have been responsible for
 Isolating malfunctions while in full operation and determining methods
 Of repair. In conjunction with the Facilities Operation Personal
 (FOP's) and the electronic maintenance's prepare and execute testing
 And evaluation of system design and operating efforts to ensure the
 System meet the requirement of the depot. Assist in the integration of
 The automated distribution system, Implementation, and the
 Development. Always ensured safety first whenever out on the warehouse
 Floor. Always called upon for assistance and expertise when dealing
With work around and more difficult task to ensure the job was
 Performed safely, adequately, correct, and on time.

If you enjoy engaging with people, this can be a good job for you, especially if you have previous sales experience and success.

However...if you're an introvert, like me, it's not the best line of work. 

A standard day at Ashley starts 15 to 20 minutes before the store opens. Your schedule will reflect this. Before they switched to 8 hour days (before the pandemic -- currently being written in the midst of the COVID-19 outbreak on 6/8/20) workers would come in in a staggered schedule and you were scheduled for 8 hours and the manager would hold a small meeting about goals for the day; generally store goals would be written on the board and your personal goals would usually be ~10% of the store goal. 

You write your names down on a list and you wait for an "up," which is where you sit at the front and play concierge and engage with people as they come into the front. This ensures a level playing field amidst all the employees in that customers are random and unpredictable. You are to then creep around the store, trying to look like you're NOT stalking people, keeping the customer in your sight at all times, waiting for them to just maybe look slightly confused or look at a tag or try out a sofa, and you're supposed to use that as an in to re-engage with the customer except it's usually not that clear-cut and trying a re-introduction can be rocky. The training sort of glosses over how to do this in an effective manner. 

The training itself isn't great. It's a week of talking and examples, another week of videos on iPads covering things you had just went over a week before.

Roughly halfway through your shift (your managers generally do stay busy; bring a watch; they can be forgetful) you take a lunch. On weekdays, you have discretion to take up to an hour for lunch, but on weekends or holidays you only get 30 minutes because busy times require busy employees. 

Then you get to repeat the entire process again for the 2nd half of your shift.

But what to do when not helping a customer? You are also supposed to putter around the store helping tidy up and straightening up displays. there's a VERY particular way things are supposed to be displayed and honestly, it's too robotic. Too manufactured. And a lot of the display models are too close together and it ends up looking weird and stiff with this strange repeating pattern over and over and over throughout the store on different colors, patterns, and textures.

But if you have 3-6 employees milling around doing that all day, soon there's not enough tidying up to go around, and that's when you get to the introverts' kryptonite, the COLD CALLING. You go through a list (our store did it by zip code; I'm unsure how other stores did it) and you call 15 people out of the blue, tell them about any promotions you're running (or, as was the case most of the time, leaving a voicemail), and then do it again, 15 times. In our training we heard fairytales of people calling folks in and selling $15k worth of furniture to someone who just decided that an all-new look would be great, but most of the people in my store are less "selling $10,000 worth of stuff to someone" and more "they yelled a bunch of nasty things at me and then hung up."

The actual sales process is pretty straightforward but good lord there's SO MUCH PAPERWORK. I started getting pretty good at it before we closed down in March but I'm sure I've forgotten most of it by now. Customer needs to sign the sales order sheet, the actual invoice, receipt, a separate invoice if they got the protection plan, and a sheet saying they have to keep their schedule open on delivery day and then before the customer leaves you have to hang around or run around the entire store trying to find a manager to sign off on the whole thing before the customer leaves. It needs streamlining in the worst way, and I can't imagine how the customer feels having bought a new couch or something and ends up waiting an extra 15 minutes just to a manager can come up to the front, exchange pleasantries, and then review and sign off on the order that's already completed.

But after you've completed the sale on that fancy new sectional, hey, that's commission in your pocket, buddy! And you sold them the protection on top of that, so that's extra money! Done deal, right?

No. Four days before delivery you're supposed to call them and remind them that they'll be receiving a call the next day that they have to confirm a date for. And that's nice, I suppose. But even then, it's not done. My very first sale I ever did was cancelled through no fault of my own. The training tells us to tell the customer that if their furniture is delivered damaged, accept it but fill out a note on the delivery form and we'll come out and repair or replace it. But here was my very first order, cancelled (after not going out the day it was supposed to) BY THE DELIVERY CREW because it got damaged in transit and "they don't deliver damaged goods," so they cancelled this poor woman's order, didn't offer to bring something else, didn't try to reschedule it again, they just straight up cancelled it, and cancellations cost the Associate money. Awesome. 

I called the customer a week or so after they were supposed to get their new fancy sectional and THAT'S when I found out it got cancelled. The lady was SUPER nice, said I was awesome, but she's never ordering from Ashley again. This is not an isolated incident, I saw the exact same situation at a different store I had done training at. Customer cancelled a $15k order because the delivery guys' people skills are garbage. 

Also I have a sneaking suspicion that I was "let go" without being told. For a while I was receiving weekly robocalls and emails from Ashley higher-ups letting me know how things are going with reopening and all that jazz. For the past couple weeks, silence. No texts from my managers, no emails, no pre-recorded phone calls. So much for all those heady March promises of "keeping everyone employed" and "goals of bringing everybody back."

Pros:
+ Managers are nice; genuinely want you to succeed
+ Sometimes managers bring in pizza or some other food
+ Coworkers are generally pretty good people, at least in my store
+ Can make good money...if you're the right personality

Cons:
- Confusing pay and commission structure
- Ineffectual training (it's too much, too fast; no way to absorb it all)
- $13.50/hr base pay
- Slow days are soul-crushing
- Cold calling is awful
- Introverts beware
- Sneaking suspicion they let me go without telling me

A typical day in the service desk is relatively high call volumes - it was not clearly stated the amount of inbound calls that come in when I had started, but expected things to be busy. When the Pandemic hit, you would could see an upward of 600-800 incoming calls per day on a regular basis, which would somewhat halt you from clearing tickets. At the time, management in the team was highly perceptive and welcoming and understanding, though there were 4 or 5 different shift leads throughout the team of approx ~24 people, each with their own ways of working. This lead to a lot of miscommunication throughout the team, and often different instructions on how to do things. This would lead newcomers to be confused and quit quickly.

You have lots of job security here. I wouldn't worry about that. Just know that once you leave work, you are done with work. Experience may vary.

There is not much advancement within the team itself, but you are able to move to different teams so long as you talk to your manager. Experience may vary.

Workplace culture in the offices were relatively relaxed, although often had middle-management doing some micro-managing, questioning what you were doing. It seemed as if  the direct Leads were leading their respective team shifts, and that was it. My experience was that you had to go above your team lead to get any changes made, or any ideas implemented. Luckily, there were weekly meetings to bring up anything, and you could reach out to your manager at any point to schedule some time to talk.  Though that (good) manager is gone now and onto better things, I cannot speak for the current manager.

The hardest part of the job is trying to fit your annual goals into your busy day-to-day job. You are expected to be taking calls and completing tickets. You are sometimes allotted so much time while not on a call before you are questioned by your team lead as to what you are currently doing. This wastes time and does not allow you to complete tickets in a timely manner. You are often bombarded by incoming calls that are a grab-bag of password resets/unlocks (which take less than 30 seconds in my experience) or large issues that can take up to an hour or more to complete. Be prepared to be on the phone 80% of your day.

The most enjoyable part of the job is that there is no script. You are of course, expected to be polite, courteous and respectful to the person you are on the phone with, and are allowed to hang up the phone on users or customers that are overall rude or yelling/screaming at you. You should notify your direct lead of any users or employees that are rude.

Management and direct leads were fairly nice and understanding. Though each person had their own different personalities, which, I will be honest here, had some hits and misses. Sometimes you will not have a people-person, or a lead that will not respond to you for months, or sometimes you will have someone who is willing to listen. Fortunately, some of those leads have gone on to other projects.

If you plan on working in the service desk, be sure to understand that you are going to be in a call-center, where your computer usage is monitored by video and your mouse movement matters. If you are sitting at your computer waiting for a call, on the off chance there is more than 5 minutes between calls, or you just need a breather and take some time to stand, you will be messaged by a lead asking what you are doing. 

The company, fortunately, takes mental health very seriously.

Know by working here, you have a $10 MAXIMUM co-pay for visiting the on-site clinic. This is probably the best PRO I can think of. There is even a mental health counselor on site and great doctors and RNs who are so kind and helpful. Utilize the heck out of this option when you can. 

I've been a loyal Ashley's Furniture employee in Colton California for 12 years.. There is absolutely no opportunities to advance within the company if you work in the Assembly Dept unless you're in the Production Mgr's circle of friends.. I was purposely held back from getting a transfer to another department by the Production Manager on 5 occasions... Whats worst is that Human Resources actually aids him in taking advantage and the bullying of employees!!! He's friends with the HR Manager... He's got everyone in HR thinking he's this wonderful stand up guy.. I was given the opportunity to work in another department by a Manager and supervisors of another department where I would be making more money and not be working so hard. I proved to them that I have the skills and qualifications to work in that other department, even backed it up with certifications from the schools I attended. When I told the Production Manager I was going to put in a transfer he instantly got angry.. He told me that he would have to speak with the General Manager about it and that he would get back to me about it.. Well a few days passed and I come to find out from a source that the General Manager had sent out a Email to the department I was trying to get into to go screw off and find a different employee, he even included my badge # and ID picture.. I even saw the Email with my own eyes!!!  I was denied that position even before I put in a transfer request!!!  I made 4 more attempts to get out of the Assembly Department In a period of 1 year only to be denied every single time by HR...  I was lied to and given the run around by HR in order to prevent me from leaving the Assembly Dept because I was a such a hard worker!!! The HR Manager kept telling me I simply didn't meet the qualifications to be in the other department even though the Manager and supervisors said that I was... On one ocassion HR claimed that the Manager of the department I was trying to get into was the one who said I didn't meet the qualifications, so I spoke to the Warehouse Director and he made the HR Manager call a meeting with me the other department Manager and supervisor, well during the meeting the Department Manager clearly stated that he had never said I wasn't qualified and that he never even saw my test pieces I did for them, the HR Manager quickly interupted him preventing him from saying anything else!!! The Production Manager's been behind it The whole time!!! Theres been so many complaints about the Production Manager and nothing is being done to stop the mistreatment of employees by the Production manager!!! He's the reason employees want to bring in a Union!!!

I started January 2024 with a goal in mind to move up the ladder into a leadership position with the experience I have. It took five experiences to convince me that this isn’t the job for me. Supervisors can either be understanding or they can lack some major communication skills, turning a simple situation into conflict due to improper voice tonnage, a limited vocabulary and poor delivery.  I understood that this job requires hard work and sometimes we had 60 hour weeks. Sure, this affects people differently based on their situations at home. Although the labor is debilitating in most departments, if you manage to stay in shape (at least maintain mobility/flexion in your spine and hips)  there’s a chance you won’t suffer from inflammation after long hours of tugging, pushing and lifting couches from 70-250lbs for 8-10 hours five to six days a week. There are some departments that are better than others. Take if from me and avoid “Line Clearing” also known as “Death Row” to longtime employees. If you have an education and simply need to make ends meet, do not feel dissociated when you meet others who are either fresh off the boat from Senegal, a felon, or some that lack simple communication skills or those lacking common sense. If you do that, this place is cake. Just do the work, keep to yourself, stay busy and don’t take anything personally even if the system is discombobulated. Why? Because they are trying. I used to have such a negative outlook on this place until the fall. I learned it’s not them, it’s the higher up’s requirements. They’ll give you a three or four day weekend one week for holiday reasons, then turn around and make you work six day workweeks for two to three weeks in a row to make up for lost time. Putting the stress back on you heavily after a recovering weekend from consistent debilitating work. Take advantage of the onsite hospital for it has free visits for everything you need except prescription diagnosis. Lastly, understand the supervisors are stressed out too. Once you learn that they too are in the same boat as you without much say on the matter, then it becomes easier to work as a community instead of divided individuals who believes others are against them. I say this because time and time again I’ve witnessed unnecessary conflict due to argumentative behaviors instead of mediating matters as a team. You might actually find peace working there but do not make it a career. People who’ve worked here for 5-10 years gave me the same answer when I asked them if they’re happy, which was: “Ehh—no, but it pays the bills.” Even they told me not to rot here unless you’re working upstairs. 
Good luck. Stay safe. 

Before I was promoted to the merchandising department I began as a call center rep in which I assisted customers with any defects of furniture after items have been delivered from the warehouse. Some people call just to schedule or confirm delivery dates. Others called furious wanting answers to furniture deficiencies or requesting their money back. Our job as the rep was to inform them the policy on the contract and if they were not pleased we can only offer additional assistance in another area or get a manager. I learned how to multi-task efficiently and be really patient when it comes to explaining customers policy they did not read in the paperwork they signed. My managers had a tendency of asking me to do additional work because I handled calls punctual and very professional. Very peaceful environment you'd usually only hear other reps engaging in conversation trying to assist the guest the best way possible. The hardest part was setting up a request for technicians to come out to home. The hardest part was working the store reps. The store people that work off sales sometimes do not give the customer all the information verbally and after the furniture is delivered guests can only call the call center to voice their concerns. Most times the issue is out of our control. For example, if a delivery is delayed we can only reschedule due to the item has not arrived to our distribution center, so some guests will complain that the store rep advised that an item will be delivered on a certain date and now having to reschedule is inconvenient. Another example if a guest has items delivered and in a day or 2 they just do not like the item and want to return it , there is no return policy on the contract after items enter home and a guest will get extremely angry and proclaim the store never informed her/his this information. The most enjoyable part was  actually being of assistance to as many guests possible. I get joy after listing all my options to a guest to get furniture delivered sooner, offer a discount for the inconvenience, or anything that will save a customer sale with the company. Being nice to people goes far and they genuinely appreciate a representative they can trust did all they could do to assist and will in the end return to the store and purchase more just anticipating a better experience the next time.

*Clock in and if we have a truck to unload we would do that and make sure to double check that we got the right items and that they are not damaged. then we put all the freight away in its designated locations. After that we start looking of the item on the delivery list and get it ready for delivery if we don't already have it staged in the loading/unloading area. before we start loading the items we inspect each item for damages and make sure that we have all the right items for each of the costumers that we are delivering to. If there is any repairs to be made we have to let the furniture technicians know of the damages so they can make the repairs In a timely manner.  Once our furniture check list is ok then we proceed to load the delivery truck securing all the furniture with straps to the wooden slats on the in sided of the truck so the items don't get damaged during delivery. Once we loaded the truck we take a tool bag with us to put together the furniture in the home to be delivered. once at the destination the drive goes and talks to the costumer about the items that are being dropped off  and where to put them. Then we proceed to unload the items and take them to the designated to be assembles while being careful not to damage the home and the merchandise. once we are done with the delivery we clean up any mess we made with the packaging inside the home. then we get  truck and get it ready for the next delivery. During each delivery we have to also work pretty quick and safe as possible to make it back to the warehouse to get the next work load ready for the next day. How to build furniture fast and efficiently, learned how to communicate with costumers, learned how to drive a delivery truck. 
*Management was ok we didn't get bothered by them as long as we didn't take long on deliveries and we didn't slack off when we where at the warehouse. 
*Productive, Fast paced, enjoyable, meet new people.
*Hardest part of the job was lifting heavy furniture.
* The most Enjoy able part of this job was meeting new people and getting tipped for excellent  service.

You get $10 an hour. Then your bonus is based on if you Deliver $10k within a week. If you don’t Deliver 10k in a week you end up getting only $10 an hour. Many people don’t hit because there are so many different variables like Discontinued product, back order product, damaged product , customer change there mind etc. so if you deliver $9900 you dnt get commission. Spiffs yes like protection plan or mattress, or adj base. So add $100 to your check on average a week. Now your taking home about $450. If you hit your 10k on delivery you get a $100 bonus. Then 5 percent on what’s over 10k but nothing on the 10k itself. So if you deliver 15k in one week( most people are looking for deals under 1k btw) you take home $350 including the $100 bonus. So total with taxes you brought home $700-800 for that week which was considered a really good week. Your writing a lot of business and seeing little return on your hard work. Plus your micromanaged you need to rely on management and customer service on every single sale, so no empowerement. Turnover is high for a reason. The management I worked with over all was pretty cool and down to earth. Free meals once in a while, decent benefits, traffic is decent it comes in waves, also you compete with every Ashley in the area so discounts and deals are inconsistent and change every sale which can be frustrating. If your willing to put everything into the job work overtime , come in on your days off,  yes there are some in the company bringing in money , so you may be part of that 5% in the company that have a good income. Btw I was top 10 once in the Region ( about 40 stores) and biggest check I saw was about $1400 in one week take home, if you can deal with change everyday this may be for you, I’m leaving the review because I really wish I would have someone lay it out like this full honesty like me.  Last but not least you need customer service to do your job and they are very unhappy most the time since they don’t get paid well at all, they should have an incentive and they get yelled at by unhappy customers a lot, so add that to your day.

As a Sales Associate, this company is fairly flexible when one is working, as to how one does their job. As it is a sales job, different people have various methods of how they successfully sell the product. This makes the job relaxing and fun. The sales floor can be flooded though with so many Sales Associates, and the days can go be very slow, making it hard to make a sale and therefore hit one's weekly commission quota. If one does not deliver 10,000 a week, the salary is just the base hourly wage. Some spiff money can be good from selling mattresses and furniture protection plans which can make up for not hitting the weekly commission. The job can eventually get redundant though when it is slow or when dealing with insensitive guests. Managers can start to micromanage when the store numbers are low, when the store is slow, and/or when one is not writing a lot of sales, which can be stressful. 
The type of sales floor is different from other furniture store companies, so Ashley's approach may or may not suit one's style (i.e. how guests are approached when they enter the store).
Also, if one does not know the loop-holes to the discounts that they can ask from the managers, one may be left with not selling very high volume. The type of "sales" that the company offers also may make it difficult to sell the products due to appearance of high prices. The company encourages finagling of prices, which can appear suspicious to the customer and also be frustrating and draining for the Sales Associate. The sales floor is huge too, so there is tons of walking and trying to stay with one's customer can also be taxing.  
The schedule for the week can change from one week to the next, but usually they give the same days off each week. Holidays and weekends are a must, and breaks appear to be frowned upon, especially on holidays when one is working 10-12 hours shifts. Also, there is no sitting while on the sales floor, which can be exhausting and boring when the store is slow.

This company is great to work for on a local level. Lots of improvement has been made over the past few years to turn the local market around for the company. Ashley Furniture in the St Louis area had a very bad reputation for poor salespersons and poor delivery teams, as well as terrible back-end service. This is quickly changing, all things considered.
A typical day at work starts with a morning meeting that lasts between 30-60 minutes, during which the previous day/week/mtd sales numbers and statistics are discussed. Praise/coaching is given to those deserving, and an attempt at boosting overall morale is made. Goals for current day/week/month are discussed, as well as current progress versus the other stores in the district and company as a whole. The location in question is a top store in the entire company, and regularly at the top in sales for the district as well.
Management can change depending on the person in charge, as there are multiple personality types that are in power at any given time. Styles range for liberal to conservative depending on what kind of change is needed in numbers and the current sales and goals situation that day or week. Managers are generally laid back about requests off, provided that the requests are considerate of the team and within reasonable limits. Team members are also very understanding and welcoming and will generally help you as well.
The hardest part of working at Ashley Furniture is the slow months of the industry, during which you are most likely going to hit the draw for sales, regardless of how good you are at your job, or how high you are on the leader boards.
The most enjoyable part of the job is that just like in any sales job, you get to help set up people in need of specific things with the items they need/desire.

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