customer service representative

retail sales associate

delivery driver

sales associate

assistant manager

Sherwin-Williams

All of these reviews are written in a manner that the author is anticipating management to be reading their comments! Perhaps, they are going to be sure to make it known that they posted here! The posts zing with glowing reviews of a worker's paradise and "look at me" puffery of how smart and capable they are as they bestow their ability to "promote" the company to success by their very presence. Surely, this is done with the hope that it will be instrumental in the advancement of their career! The top of this food chain is throwing their heads back with laughter! Unless you are in your 20's and fresh out of college, this is a horrible company to work for!! The manager who posted that you are just a number with this company told the truth! If you get on with this company as a part-timer or just a regular full time employee, don't plan on advancing with the company! Trust me! I have witnessed employees work over 10 years before getting promoted to asst. manager and it was rare at that! This company recruits wide-eyed youth, fresh out of college, and quickly slaps them into the position of an asst. manager with a mandatory 44 hour work week, paying 35k with benefits. Does anyone ever have their adrenaline slow down enough to ponder why? You will more than earn every red cent of it! It is a win-win situation for SW! You are nothing more than a STRONG warm body; a grunt to get out and roll out paint....as much of it as inhumanly possible! This is not a typo. I said, "inhumanly". That is only because they haven't figured out how to replace you with a machine, yet! They will keep you as long as you can stick it out. If not, that is just fine! There is always another young, ambitious, wide-eyed college kid who will slip into the slot...just like a pez head! You will be fast-tracked to an asst. with the promise of "someday" for the position of "Manager". Don't hold your breath. You will often hear, "Just keep doing what you are doing" in your quest for a promotion. Meanwhile, you will break your back, relentlessly, unloading trucks and tinting & slinging 60-100 lb buckets of paint all day long! You will rarely get a lunch break, if ever! Forget about a break! You will have to learn to hold your water and hold your bowels, too!! The stores are grossly under-staffed and the customers coming thru the constant revolving doors could care less! Of course, in all fairness, they do not know that you probably have not eaten or that it has been 4 hours since you went to the restroom. With that said, they have a job to do and are always in a hurry! That means you must be, too! Then, they are standing there 20 deep! Many don't bother to remember what they ordered on previous jobs because they have it engrained that it is your job to be their bookkeeper and secretary! They expect you to remember what they can't even though you serve hundreds of customers just as important as they are! There are also those who don't know what they want when they get there. Meanwhile, the company's constant drill is to get them their paint and out the door QUICKLY! You can NEVER be quick enough! While this is going on, the phone is constantly ringing with customers who want to order paint...rudely getting in front of the customer that you are trying to help...or they want you to get on the computer to research their account BEFORE they can get around to ordering the paint. This is when the delivery TRUCK will arrive at the dock with pallets of paint and supplies to be unloaded, asap, so the driver can get to the next store in the time alotted by SW. Often, the customers treat you poorly because they have learned that Sherwin Williams EXPECTS you to jump at their every whim. The customer can behave VERY badly and you must keep smiling as you carry their paint to their vehicles. THEY don't care that you have a degree!! Then the customer who called in an order while you've been busting your backside will arrive and get ticked off because they called ahead and their paint isn't ready! They don't care why. They only care that it hasn't been done. And then there are the homeowners who ALWAYS come into the store every single night at 6:59 pm when the store closes at 7 pm!! These are the very same people who will come in at 7:59 pm when the store stays open until 8 pm....and it often does when there is a sale! You have to smile and make them feel welcome just so your boss can reprimand you if it caused you to work overtime or fail to get some other task done! This is just the tip of the iceberg. I haven't even gotten to the additional responsibilities of the asst. manager! Store managers have it worse! They usually work at least 60 hours a week, although the minimum required is 48 hours. Managers never get paid overtime! NEVER! If you have to work 80-90 hours, so be it! Sherwin Williams talks the talk of a balanced life! That isn't possible at the store level! Your hours are spread over 7 days a week. 6:45 am-7:15 pm M-F, 7:45 am - 6:15 pm Sat, and 9:45 am - 6:15 pm on Sunday. There are only three days a year that the store closes for a holiday. These days are Thanksgiving, Christmas, and New Year's. If you are a part-timer you will work EVERY Saturday! If you cannot manage to get a whole weekend or at least two days in a row off, you will always be exhausted! The days you work, you will be too tired to do anything after work! Don't think that your body will not hurt. The upside is that you will get stronger! Starting pay for those below the management level is $9 - $11 an hour. Usually, it is the lesser, unless you have previously been a SW employee or have a great deal of experience in the industry.

The company seems like they have good intentions and they do have different opportunities and positions outside of the regular house paint locations. 

1. Systems - Sherwin still uses an old blue screen point of sale system from the 80s so there is lot of issues that come with such an old point of sale system. It barley does anything automatic so it requires a lot of human interaction. The system only hold information, it does not know if the information is correct, so if you do not take the necessary steps to move the information to the right place, you will mess us orders at all different steps in their ordering process. And some of that process requires you to get information from 3rd party systems to know that the steps your doing in the blue screen is correct. That being said: employees that have been with the company for 10+ years are the cornerstone of the company because they typically have become accustomed to remembering lots of information & steps to different processes. Since the system is aged, it lacks the ability to let you know you have made a mistake or that you have gone to a section that will lead to a mistake. The lack of barriers can cause vast mistakes.

2. Management - the management can typically be categorized in 2 types of people: A manager that has been with the company for 10+ years, rules the store with not team feeling, micro manages, quickly makes paper trails so they can start the process of getting rid of folks and does not believe in working together to fix issues. No leadership traits. They treat issues by determining which employee is to blame first, fixes the issue, them writes you up for it to show a paper trail of cause and affect. This manager is typically tolerated by the other employees. They typically have a larger turn around because of the issues listed above.......... The other type of manager may have 10 years or less and don`t take the job as serious. They view employees as co-workers so issues become collaborate efforts. But they may also not care at all and disappear any chance they get.

3. Opportunities -  Unfortunately your opportunities will likely have to go through your manager in order for you to become recommended for other positions so If your manager does not want to help you, he will say things to lessen your reputation. FUN fact: They likes to train people in different states for at least a year or more and typically will promote you to a location of their choosing or you will have to apply for your position only in states/locations that have open positions, they are typically in undesirable areas (middle of nowhere). House paint store managers can work 12 hr days& can be worse with lack of staff.

4. With all that was said the last yet important issue that may arise is the lack of HR presence or your manager`s Boss presence. There is no one to check your manager on a regular basis. There are not real KPI systems in place. So your manager can make your performance look lower for the sake of control or getting rid of people. You are at the mercy of your mangers behavior. Leadership is not a priority, especially if your store is keeping up with their sales, then they are definitely not coming to your store.

Sherwin is one of the only places I have been employed that people in higher positions and different positions will enter your location and not acknowledge or talk to you. A part of me feels like they are afraid what you may tell them if they ask to many questions.

Customers are very babied by employees that have been with the company for a while, and because of that, they are know to throw tantrums when they don`t get their paint.
And customer lack a vast amount of product knowledge. They can be a customer for 20 years but they don`t know what products they buy. They will depend on employees that have been with the company for a long time to know what they buy, so it makes it very difficult for new employees, and very odd for small business to put your business in the hands of someone that is not employed by you at all.
With that being said, you have many people that call stores like it`s a google hotline and they can waste your time trying to understand how to do jobs that require a professional.

But the problems are not with the customers. 
Most people quit a job because of their manager/supervisor.


Day in and day out things revolve solely around store staffing. Good store managers that are true leaders are generally successful depending on their ability to connect with their team. Upper management is continually shifting and there are rough patches with each transition. Ultimately the team mentality and respect for your fellow co-worker is what gets everyone through the day, but your entire work/life balance hangs by a thread. The job isn't your typical retail job-it requires a lot of hands on activities and account/customer management. It can be extremely overwhelming for new employees because of a monumental learning curve when it comes to products and application. The consequences of an improper recommendation from a single employee can literally mean thousands of dollars in complaints (which comes out of the pocket of the manager and assistant manager). Despite this learning curve, there is little to no formal training except for outdated computer courses which focus mainly on workplace safety, and are essentially useless as training modules for sales. The true training comes from absorbing information from seasoned employees and regurgitating your version of a sales pitch to customers until you have developed your own "selling style". Because it isn't a typical retail environment, turnover is typically very high. As a result, I have personally seen and experienced short staffed store managers and assistant managers working 70 plus hours a week for multiple weeks in a row (Store Managers are salaried at 48 hours, Assistants receive overtime). Recruitment is typically sluggish, and generally left up to the store management, who never have time to go recruit from the "competition" not to mention the fact that store managers never receive any form of recruitment training. A typical day during the busy season means that as a member of management depending on staffing you MAY get to eat lunch before 1:00 if you just happen to catch a break in customer flow. Otherwise you can easily go from opening at 7 to mid afternoon with no breaks, and you eat lunch with a phone in your hand. If you work hard and hit your sales numbers you can get a quarterly and year end controllable bonus(Managers and Assistant Managers). But if you don't hit or exceed budget (typically a 10% increase every year) your salary is what you are left with, and after a full year of hard work, that number is never big enough. Upward mobility in the company is left solely to the discretion of upper management. As a full time associate you MAY be able to move up the ladder to assistant manager if district management really likes you (one should keep in mind that the culture is very similar to a college fraternity). Otherwise, as I know from experience, a seasoned employee is often training a new college recruit (MTP) to do the job that he applied for but did not receive. Which can be quite frustrating when you know they are making 10-20,000 dollars more than you while having no clue as to what they are doing. With that being said, it is possible to move up into management (generally 2-4 years) from an associate position. If you are lucky enough to get promoted you essentially begin training for the next job by performing those functions. So assistant managers begin learning manager functions and practicing those, while managers are typically trying to perform Sales rep functions while simultaneously keeping the store running profitably. The company does have good benefits for the most part, and the 401k and stock purchasing options are really good. Vacation time is decent with tenure, and HR is quite helpful with life events. It is definitely a career that you need to think long and hard about, and definitely try to begin in the MTP program for maximized career advancement opportunities. The best part of the job is by far the people that you work with and the relationships that you develop by working side by side and being "in the same boat" with day in and day out.

I found Sherwin-Williams at the Career Fair at my university and began my short career with them in their Management Training Program as an MTP at first, then as Assistant Manager in a store over 100 miles from my home. I told the recruiter, who would also be my District Manager, that I had signed a contract two months earlier to purchase a home in Fort Worth and he promised I would be placed locally. 
After my training, the DM surprised me with two "choices" of stores to transfer to, both in Texas but both located over 100 miles from my home. Either one required me to rent a place to stay and pay utilities, which reduced my salary considerably. The relocation program never paid me back for the moving expenses.
The company is only interested in selling paint, regardless of what they say. They "say" you will be managing the profitability of the store you go to, but the reality is they are always monitoring and calling, taking micromanagement to new heights.
The manager of the store I ended up at (the lesser of two evils) did not have a degree and had bumped her head up against the ceiling (no degree prevented her from advancing) at the company for 12 years. The two part-time employees, also without college degrees, were disappointed when a newcomer was "placed" in the Assistant Manager position (just because I had a degree), the job each of them was vying for and a position I was thrust into (by virtue of being an MTP with a college degree). They both felt they were more qualified and were resentful because the company "placed" me in the position.
The HR Manager and the District Manager did not listen to me or seem to care. 
A typical day was driving into the parking lot a half-hour before opening and being met by a crowd of painters, each wanting their paint NOW, all standing at or near the door like puppies wanting to be let inside. When the door opened, they all rushed in wanting to be waited on first, some getting irate. I was expected to entertain them, offer and make coffee for them, AND tint gallons and gallons of paint using a computerized tint machine with my back to the customers (some stores are configured as forward-facing). I had to go to the back of the store to get the paint, all while watching for theft, get all of the customers taken care of, and putting out "fires" left over from the previous day, make sure our store remained profitable by perusing the P/L statement - and still make 40 calls to painters or painting companies. I answered the phone, took messages and prioritized the needs of the customers, tinted massive quantities of paint, returned mis-tinted paint (even if it was what they had ordered) and gave credits, kissed-up to a bunch of painters suffering from entitlement issues, who enjoyed picking on the newbie MTP. I used a dolly to move three 5-gallon buckets at a time, each filled with heavy paint, and was expected to lift the heavy buckets into the vans and trucks for mostly male painters. On days I had a part-timer, I had to make sure they didn't go over their hours, did their jobs, followed company policy, etc., AND get MY job done, too. I felt like all I ever did was powder hineys and kiss boo-boo's all day.
On days I closed, I also had to verify the sales, close the cash drawers, count money and make out the bank deposit, and then go by the bank on my way home to make the deposit. 
Six days a week, seldom with two people working at the same time, hard labor...$38,000 a year may sound like a lot of money to start out with, but trust me, you will never be able to repay your student loans or have money to pay your landlord to get out of your lease every time the company decides to move you to wherever they want. You just have to "Suck it Up, Buttercup" and go where they say or go find another job.
I want you to think about THIS: Did you REALLY spend four years and a bunch of Benjamin's to get a college degree only to work in a blue-collar, manual labor job?

Sherwin Williams offers very generous benefits but the problem with all the flex and vacation time is the lack of coverage to be able to take that time off.  This puts stress on the store staff if you do not have enough workers.   Almost pointless to offer all these flex and vacation time when you don't have the coverage and the Managers at the store level are already over worked. 

The learning curve toward learning products is sky high but they have fantastic training programs to help you learn everything to become an expert with paints and brushes. Lots of digital and physical manuals. 

Policy and Procedure has everything you need to learn how to read profits and losses, setting up deliveries, rebilling, corrections, IBAR, Memo demands, customer pricing cards, etc. A great tool that helps those that are new to the company or have been with the company 20+ years. 

Typical day is clocking in and reading emails to prepare you for the day.  If an opener you count and open the tills and clean the tint machine before opening.  Checking also on ecommerce orders and making sure orders already made are ready to go with everything on respective printed out invoices. 

Greet and help contractors and customers with paint questions, sprayers, brushers, rollers, etc.  The point of sale system is hard to learn because it is an old system and not very responsive and slow.   Quick orders are done to make quick paint orders for small orders while it is encourage to use long form orders for larger orders to keep track of billing for accounts and purchase order notes.

I enjoyed interacting with customers and helping them find the right colors, and paint/stain products for a job. Matching is fun if you have a manager that supports you going above and beyond to help customers with hard color matches.  Other managers discourage that as they only focus on mistints while missing out the potential to make more sales of a paint when a home owner wants a match.  And that homeowner is willing to pay top dollar for Emerald RR so at that point a mistint or two is a drop in the bucket compared to being able to make more money by doing a match and selling high end paint. 

The work place culture and difficulty with this job hinges on if you have the support of City Manger, District manager, Store Manager and Assistant manager.   If you do not then the job become hellish as you work long hours by yourself which is not safe.  Or worse you open Sundays by yourself and find yourself having to open a Monday by yourself with only another part timer.  Meanwhile the phones are ringing of the hook from contractors, deliveries have to go out or be picked up.  And you still have to service DIY/contracts that are in the store.  And if you are key holder you are expected to open and close often if the store manager or assistant manager can not cover due to personal reasons.

I lost my City Manager, District Manager and Store manager in a span of less than six months.  Then we lost a full time key, and two part timers at the store level.  It took them over 2 months to find a new store manager but our store team became burned out as we were razor thin.  New District and City managers dragged their feet finding a new store manager when the previous store manager communicated that they intended to leave the company months earlier. Running a store without a store manager for two months is not reasonable and put a strain on the Assistant manager as they had to take time off to recover.

A typical day at Sherwin Williams revolves greatly around working together as team. It is essential to work together to insure all orders are filled and all customers are assisted. Here your day begins and ends with providing customer service. You will interact with retail customers inside the store as well as contractors and property owners. You assist in picking out colors, wall papers, boarders, flooring that will compliment each other in housing. You will fill those orders that are already in store and place orders with vendors for out of store orders. At time you will deliver orders and may demonstrate how product is used. You will make sales calls to up coming projects for future business and call on complaints as well to find the best solution for the customer and Sherwin Williams. You will keep up monthly paper work. Process transactions and payments for account holders. You will call on past due accounts and place credit apps for new accounts. 
     You learn great customer service skills in dealing with retail customers and account holders along with earning their trust in a business aspect as often you enter the homes and personal lives. You learn to work well with you team members as it takes involvement from each staff member to ensure customer quality.
     You will learn more than just dealing with customers and accounts as you will often deal with outside vendors and members from other store and regional management. You will work in weekly inventory control and yearly inventory count. You will receive in stock and put it away. You will learn to mix paint, and what products are used for different situations. You will complete monthly modules to ensure you knowledge of the products and competitors products. You will learn to match colors to competitors colors and custom colors. You will learn to research the history of previous customers for present and future information. 
     The hardest part of the job is calling on complaints and finding the solution that best fits both parties. There is often a lot of going back and forth in this process but there is often a solution found even if it comes to the outside information from a vendor. 
     The management and coworkers are normally very nice work with as you are all trying to reach a common goal. Not only the manager of your store but of other stores are usually very informative and willing to assist along with sales reps who are at your disposal. The upper regional and district managers are usually very willing to listen and assist when needed. Ther are great opportunities for growth within the company as there are many different areas to advance and many areas to transfer if one is looking to relocate.
     As a whole, Sherwin Williams is a wonderful company to become a part of a team, gain knowledge and advance if you like. There is a lot of room for growth within the company and great to work for if you are a family person.

Let me say first that the store you are at makes a huge difference in your experience. The store I am at is both contractor and retail DIY based, so we do a bit of everything. My current manager is looking to scale down the DIY and turn the store into a commercial store that fits more to contractors than homeowners.

Most contractors are decent to deal with. They know what they want, what color it needs to be in, and how much they need. You go get it, tint it, and shake it, ring them out, and help them take it to the vehicle if you're able. Some contractors are awesome to deal with and are really personable and fun to talk to. It's like you automatically made a new friend, cool uncle, or older brother you never had. A few contractors are horrible to work with though. I have been degraded, stereotyped, yelled at, argued with, been hit on and propositioned by them, and verbally fought with these types.

Homeowners are scattered everywhere. They don't know anything, know some of what they want, or know exactly what they want. Some you have to take them through every single possible step of the way through the process and explain every single aspect to them, and some you just need to look at the photo they have on their phone and copy it. Some need help picking colors and you have to guess what they're thinking and how their house looks and what their personality is to even narrow down some of the options. Some homeowners you have to argue with because they liked the color in the store but it looks horrible in their house and they're demanding refunds or free gallons. Some who have the same issue are understanding and see the error of not testing a color first. Some people come in just for mistints and if you don't have any, they leave.

You have to answer the phone a lot and you never know what you'll get. Some will be simple contractor orders, others will be store hours, and others still may be asking about a paint that doesn't exist or about an issue that is their own fault but they are blaming you and the paint instead.

Coworkers make all the difference in this sporadic line of work. If you can't have fun with your coworkers, you're going to have a bad time.

I advise not applying to this type of work if you have any bodily issues or trouble lifting weight. Lifting a gallon of paint doesn't sound too bad until you end up with spinal injuries, twisted ankles, crushed legs and feet, paint and hazardous liquids spraying on you and your skin, and exploding cans of various paints that leave you high for the rest of the day. Note that each of the injuries I listed above are not debilitating, but more annoying and slightly painful (after the initial occurrence) than anything.

A typical day at work: 
Perform your pre-trip inspection, pick-up your assigned orders, depart from store, deliver morning runs, receive updates for pick-ups from other stores in your district (40 mile radius) and deliver them, enroute to your home store, perform post-trip inspections and clock out.

What I have learned:
I have learned how to operate forklifts, pallet jacks (electric and manual), how to use material handling equipment (dollies), wrap palletized orders, read and print B.O.L.'s, handling hazardous materials, Load Securement, Safe driving skills, time management, customer service, delivering to construction sites, communication skills, how to work with a dispatch system, route driving, how to mix and tint paint orders, load organization, vehicle maintenance

The hardest part of the job: 
Dealing with stores that don't know how to stay organized, refuse to wrap pallets and have the driver do everything themselves, when the stores are poorly staffed, loading and unloading all products by hand or dolly (pails typically weigh 55 pounds or more if they are industrial grade products), or liftgate (delivery driver II - DOT and driver III - DOT/ CDL-B with HM Endorsement) (The liftgate did not apply to me personally since I was a driver I), Navigating new residential development neighborhoods and finding their lots, dealing with disrespectful customers especially when they don't give us accurate information (Addresses, Lots, Gate Codes for houses or subdivisions, Delivery Location, etc.), 

The most enjoyable part of the job:
Getting to see new developments and helping by delivering to them and seeing new sights. I also enjoyed the autonomy I got to operate with and being able to listen to my music so I can be relaxed through most of the day. For the most part I had a decent schedule and was able to get home on time.

In Conclusion:
I received a lot of transferrable delivery and warehousing experience. It's a good beginning driving job to get yourself experience, but personally, there is no continued growth of being a driver, the best way to advance as a driver at the store level is to either start working in-store and work your way up to management positions and beyond or start working at the distribution centers to become a CDL-A driver. The opportunity is there to work in-store, but I can't foresee myself working in the store, being a driver has shown me that I like to be able to get out and see new things and help people along the way.

A typical day of work involves answering the phone, writing down the paint and supplies order, finding the product on the shelf, coloring it if needed. As far as coloring the paint goes, most of the time for latex based paint, the computer puts in the appropriate amount of color. You just have to select which paint color you want. But for oil based paint, you have to manually add the color using a separate machine. You also have to put away inventory whenever a truck comes in. I didn't learn how to handle the forklift machine that lifts the palette of paint but if I stay much longer with this job, I'll eventually pick it up.  Inventory management is where the heavy lifting comes into play.  Some of the paint is stuffed in there on the shelves really tight. Sometimes you have to climb on top of buckets of paint in order to reach the paint or the box of masking tape or whatever on the top shelf.  There is some risk of falling and so the job is potentially dangerous.  One of the hardest parts of the job is when someone is placing an order over the phone but the jargon they're using doesn't make sense because they're giving you incomplete info.  The most enjoyable part of the job IMO (and this will vary depending on your taste) is preparing paint samples for customers. The samples are small and lightweight, therefore, they're easy to handle.  The management provided very little training and they are nice in the beginning but they will get crabby if you've been there for a few months and still haven't learned the basics yet. I've been told many times, "You've been here for several months now" or "You should know it by now" when I asked basic questions.  They expect you to work independently and be courteous at all times but they themselves aren't always friendly (Of course, each individual manager is a little different, or in some cases, a lot different.)  There are many times when the store is understaffed and the customers keep piling in all at the same time.  This is very frustrating.  I wish they would hire more people but corporate wants to save money by making the fewest employees do the most work.  I learned how to do color matching using the color eye machine, but it works ideally for a flat surface where the sample color is consistent.  For irregular surfaces, the computer is often wrong.  It's very difficult to change the color of paint and while you can make the paint darker, you can't make it lighter.

Typical work as an auditor starts with risk-based planning of facilities to be audited and then making the appropriate travel arrangements (reserve parking, calling uber, flights, hotels, etc).

A typical day at a store includes reviewing financial statements and 
inventory analysis to identify high risk areas, making sure the store is operating according to Policy and Procedures, and that the store adheres to State and Federal regulations.

You are almost always on your own, having to think/act independently. You see your supervisor every 3 months, see your colleagues every 6 months. How diligent you work when without supervision and the decisions you make everyday all adds up in the end.

Even though nobody sees anybody, everyone chats with each other everyday for help, to collaborate on projects, etc. There is probably more communication going on between colleagues than other places where people work in the same office everyday. Always can find someone to talk to when needed.

I've enjoyed every aspect of my job, including sometimes when going to audit an away store, I'd have to get there the night before. This ends up taking a lot of personal time (drive could be 3-5 hours, or need to fly), but it's all part of the free-roaming and being on my own that I enjoy. I've gotten to explore a lot of cool places, tried different foods, and gotten to Platinum Elite on IHG and Gold (reaching Diamond soon) on Hilton, all expenses paid.

It does get repetitive rather quickly and can really take a toll because there's no break. You take 3 days at a location and reviews 90+ steps, and next day immediately head to the next. It's not like in an office environment, where there will be days you have to work overtime but also days where there is absolutely nothing to do, and you can sit and relax. There is always plenty to audit and review, everyday, and any sense of accomplishment you feel will be crushed at the next location, where you start from scratch again. 

You are constantly on the move and making hustle. Some periods you'd be out Sunday afternoon to Friday evening, get Saturday off to do laundry and repack everything, and head out on Sunday again.

Finally, as SW is a huge corporation, there will be all kinds of people and management, and there may be some problems typically seen in large companies, but I don't really have any specifics. There are also many different path to go from an auditor, and there are plenty of advancement opportunities. There are however also a lot of auditors to compete for those opportunities.

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