developer

delivery driver

Snap-on

Very stressful job in a high-volume call center. Management really does record every call, and then they go back and QM them, meaning, they evaluate them against department standards, (they call them metrics) for maintaining. They also log every mistake. Every mistake. Written or on the phone. That makes the job very stressful because you are constantly worried about making mistakes, even little ones that would have no adverse effect on anyone. It also makes it easy for co-workers to tattle on each other, and they do, and it isn't discouraged. PROS:  As a call center, what's unusual is there are no scripts, and you aren't monitored or penalized for how long your calls are. The supervisors really are amazing. They genuinely want you to grow personally and professionally, and they sincerely care about helping you do so. Lots of fun, monthly, quarterly and yearly events, with frequent free lunches and light breakfast snacks. Lots of free product rewards and incentives, and a generous employee discount (50%). And, if you have an acceptable performance for the month, you are allowed up to 10 days working from home. Very good benefits, with employee stock options and a pension. CONS:  There is a lot of information and databases to learn and that is really overwhelming. A lot of people give up before they ever catch on. Back to keeping track of mistakes. I'd never worked for a company that literally tracked every mistake. You get penalized for even the most minor things you say, or write, "incorrectly". There's only two people in that huge office that rate those communications and they have have an awful lot of power regarding your performance ranking within the department. Sometimes it really does get petty and nit-picky, which is very discouraging for you. Stressful. Sometimes you just get tired of basically being tied to your desk for 8 hours. They're very strict about that, minus breaks, especially when it seems likes every customer in one day is screaming about supply chain issues you can't control. Even if you get past the stress of dealing with a demanding public, and crabby franchisees, everyone dreads the QMs. You just get sick of them because they impact everything about your job. For example: vacation and personal time off is not scheduled according to seniority, it goes by your job performance ranking. And, you will get reminded you are disposable, and that 'there's the door' if you need something accommodated or bring up valid issues that they can't or won't change. That doesn't do much for building morale.

I was a Mobile Store Manager in the Northwest. The training, equipment, and product were top notch and I looked forward to getting into the field. The vast majority of customers are good, honest folks who pay their bills on time.

Now for the bad, and there is a lot. Snap On works half days; that means 12 hour days. I have always worked more than 10 hours a day when I had to, but a mandatory 12 hour day is tough and woe to you if you want to get home early for your kids birthday.

When a manager rides with you, it is more about you being scrutinized for everything you say and do. I was so happy when many of my customers stepped up and said to my manager, "Why don't you go away and leave him alone? We finally got a rep we like."

So, as a mobile store manager, I am spared a lot on anguish a franchisee goes through. Yet, another manager insisted I join a weekly 90 minute phone meeting on buying and promotions. This was such a waste of time for me as being a Snap On employee, I was thankfully limited as to how much I could stock.

Twice a month, the Diagnostic Sales Rep would invite himself to promote the highly expensive diagnostic equipment. He relentlessly pestered me to hold an after hours seminar on the products to invited prospects, after my normal 12 hour day naturally. I always said no.

This same little man pestered me to buy the route, which I found out had a number of reps who bought it and went broke. There was just not enough business to support it. And that is my final beef. Had it not been for maybe 18 mechanics who bought weekly, I wouldn't have done much business at all. Almost half of the prospects on my route never bought anything, but I did service their life time warranty tools faithfully.

In 8 months, I made commission only once for 172.00. The salary was just enough to survive. I miss the great products and customers, not much else.

One last thing to consider, and I do not mind hard work, but picture yourself after a 12 hour day. Waiting for you is your inventory delivery and you have to stock it that night. 3 hours easy.
A manager had said the remedy is to employ my wife and son, both loudly said, "We have our own lives thank you."

the managers at SnapOn show little to no care for the employees who run the machines. they would rather cater to petty disruptions than be concerned for the ACTUAL HEALTH AND WELLBEING of hourly employees. 
Recently, an employee had to decide whether to keep his hard-earned, well-paying job over the safety of himself and his family. Over a month ago, a hardworking employee who had gotten hired on to the plant (after grueling for almost a year through a temp agency) and was just given his uniforms, had expressed MANY concerns over the lack of concern for COVID facial protection. Fellow employees and managers, who are all in poor health, were separated in the lunchroom but not at the timeclock, NOR were they refrained from screaming in eachothers' faces to communicate around loud machinery. concern was expressed to office managers and was immediately scoffed at and dismissed (shooed-away), even after the plant was forced to close for 3 shifts to "sanitize", then a news story ousted SNAP ON for testing "positive" for COVID. 
After being belittled about his concern for himself and fellow "susceptible" coworkers, the employee had to make a stand and leave a much needed job in a much needed time. 
WHAT A PATHETIC COMPANY!! WHAT LAZY, PATHETIC, SELF-ENTITLED MANAGERS run this trashhole!!! Letters of concern for safety and notice of harassment were sent to many offices and news stations...

--snapon refuses to give this employee compensation for his forced time off and THEY WILL BE SUED!!! 
THIS STORY WILL REACH THE SPOTLIGHT, "managers" of snapon....

Working at Snap-On usually starts off good for many. Not after too long you'll realize work ethic and knowledge mean very little to advancement opportunities. This leads to a VERY high turnover rate, especially the skilled workers. Most promotions handed out are head-scratchers, to people who have little-to-no experience in that department. In turn, MOST departments have little supervision. If you love to work and be watched by your co-workers whom are doing little-to-nothing, this job is for you.  If you're someone who enjoys watching other people do the work, this job is for you. Take half hr. restroom breaks three times a day, walk around and gossip about other co-workers, head to the vending area and lunchroom whenever you want!! If you have a family, plan on working a few days a week just to pay for your health insurance just for a decent plan. The plant manager will go as far to reach out to employees about the issues surrounding the workplace, but rarely will they do anything about it. Most times,  will punish everyone for the fault of a few. In the 9 years Snap-On was my employer, many of the perks rewarded to employees for hard work had been stripped. Company held meals were more than cut in half throughout the year, lunch time was cut in half, no holiday bonuses,  quit giving tools as gifts, and  last but not least, a fellow line-worker had been named Plant Manager.

What is the best part of working at the company?
Benefits thats about it, dental is ok if you don't need work, medical has options. Discount and merch sales are good.

What is the most stressful part about working at the company?
Front office is so disorganized and good ole boy club it's unreal. No pms so machines constantly fail, supervisors and up all want quick band aid fixes so they can keep there nice bonuses. Anytime we have to do a proper fix that takes time they always try to rush. Almost lost a finger do to lack of communication from front office. Pay is ok if your an operator but for maintenance its below market level for what they really expect especially on second shift. 

What is the work environment and culture like at the company?
Toxic and always pushing production over quality most days. Machines are run down and filthy due to lack of accountability. Good workers are pressured while the lazy workers are left alone. 

What is a typical day like for you at the company?
Clock in, update facilities manager on what happened on his shift so he can delegate work load to us on second. Clean up the massive load of work first refused to touch even with double the people and a full support staff. Have a scavenger hunt for parts due to disorganized system. Clean up and secure tools, give third shift a pass down and any left over priorities and maybe clock out 30min after end of shift.

Snap On Tools is not a positive experience. The restricted territories are not balanced. If you are fortunate enough to step into a territory with a higher head count and stop count you may be quite successful. However Snap On has many territories that are undesirable and do not give the Franchisee the opportunity to grow.
 Upper Management refuses to rectify the problem and allows many Franchisees to suffer while putting all their eggs in their best Territories baskets. Aid will fall on deaf ears if you begin to slide on the slippery slope. I was very successful my first three years of operation. My territory then took a sudden economic downturn. Snap On fails to recognize that each region can be and often is different. Just look at the amount of turn over of Franchisees and open territories. Its substantial. Snap On s response to every Franchisee that is struggling is the same that they are taking to much money from there business. Also buy more tools. They continue to get fat and the Franchisee gets deeper and deeper in debt. 
 My suggestion if you are thinking of a Tool Franchise is to look long and hard at the territory they are trying to sell you. Consider how long it has been empty and speak with the Franchisee who had it prior to you.
 Good Luck if you get one of these lean territories you will need it.

Typical day of work for the most part had a set scheduled order of work assignments, some having time deadlines for completion. It was fast paced with productivity expectations that were not difficult to obtain with good time management.

I learned how to pick, pack, and ship product around the world and how to use all the necessary equipment for such tacks.

Management was understanding, approachable, and good leaders for the most part, but had a slight lack in communicating at rare time.

(Extremely blunt assessment of Workplace culture) It was litter with complaints about the long hours, which bred an environment of not caring about productivity. This also falls into my category for the hardest part of the job was just not letting this collective attitude effect me.

If I were to give another hard part of the Job, it would be that I had very little time for outside life. They are at a point were, in order to fulfill our quota as a whole we have to work 10 hr shifts 5 days a week with almost every Saturday being mandatory. we make 10-20 hr of over time a week but have no time for outside things.

The most Enjoyable part of the job was by far the satisfaction I got at the end of every night when the productivity list was printed out and my name was consistently at the top of the list. There was no bonus for being there, but I lived to see my name at the top.

On Monday, our team met with the client to review the Zephyr Q3 launch campaign. Originally designed as an omnichannel campaign across CTV, paid social, and programmatic display, it is now undergoing significant midstream changes due to new client feedback. These updates mean a major shift in strategy on a tighter timeline.

Zephyr is shifting from performance-tracking to highlighting a broader, more inviting story of everyday wellness and inclusivity. We must quickly reframe messaging, structure, and visuals to align with this new direction.

To address the revised scope, I’ve assigned immediate follow-up actions across the team. Visual art leads conversations with post-production on stock content integration. Ad sales recalibrates the media plan in light of the new messaging and coordinates with DSPs to avoid insertion order delays. Copy desk strips unsubstantiated medical claims, implements the new CTA, and manages a parallel legal review.

We conduct a daily internal stand-up each morning through end of week to identify blockers. The next client check-in is scheduled for July 3rd, where we preview asset revisions and confirm compliance milestones. Final go/no-go is slated for July 7th at 17:00 PDT. We are proceeding with all mitigations in parallel, and escalated any dependency delays as they surface.



I don't recommend this job to my enemies, it's that bad. I work in the SE, and I believe it's all related to your manager. In the SE, the equipment sales/service manager is less than professional. They require you to be dishonest with your customers/prospects. Do you want to use techniques like "That price is good today only", "That customer loyalty discount expires tomorrow", "This fake trade in price is only good today" ? If you don't mind being forced to use dishonest BS, proven to not work sales techniques, you might like this job. But I doubt it.  Also Snap-on gets killed in alignment business, I mean killed. They sell their equipment thru parts stores under a different name and color, but identical, and most of the time much cheaper price and cheaper finance. Also do you like ADD-ON interest on a lease? Most customers are wise to this, management lies about this on a regular basis, they use rules of 78, search it, it's virtually add on, not exactly, but almost. Pay no expenses at all, very small base that covers gasoline and car expenses, so it's basically 100% commission. The equipment sales group is different than tool group, and different than industrial sales. You'll be sorry!! My advice , keep away from Equipment Sales... rest of the company might be great, I don't know. They do offer good, but expensive health insurance;)

When I first joined the company, it was a great place to work. Most of the employees were experts in their positions, we had a 5+ year streak of no time-loss incidents and the environment was so good that there were still individuals that had been working there since the 1980s. Our plant manager retired and everything went downhill quickly. Injuries immediately became a regular thing, knowledgeable employees began retiring in droves (or being forced out). Work politics took priority with the management team becoming an incompetent group of "yes men". The management team frequently remind employees that they have the "power". New employees are berated and overworked with little to NO formal training. About a handful employees were pressed frequently to keep operations running. After our last "legacy" supervisor was forced into retirement, I finally had to leave a 10+ year job and seek other opportunities. Snap-On, as a company, still offers great benefits. I cannot recommend this location as a long term job in its current state.

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