Discount Tire reviews

-AVPs and VPs are trash. They are more of a liability than an asset. They’re so far out of touch and set such unrealistic expectations for stores. If you try to voice your concerns with this, they talk over you in a “get back in line” fashion. This creates disgruntled employees due to seeing the effect they have on their managers. Store managers average around $130K a year and yet are leaving at a record pace. You know what they say, people don’t quit jobs… they quit managers. So who do you blame for managers quitting? Hmmm. -Dollar signs cover any and all issues. If you’re running a successful store you’re safe (even if you’re unethical in your practices). If you’re running a struggling store (despite being in a nose dive economy) you will be chastised relentlessly for anything and everything. -They talk an awfully big game on caring for their people. So much so that you aren’t allowed to schedule your full time staff over 45 hours a week or your PT staff over 35 hours. This is all in the name of “quality of life”. Meanwhile as a Manager, you could work 6 days straight (10-12 hours a day) without taking a lunch break and you won’t hear a word from your AVP or VP. Why is this? Well because Managers are paid salary so they don’t care how many hours you work. So it’s all a lie. They don’t care about you, your quality of life or your family. They only care about the dollar. -This company saw record profits in 2020 and 2021 yet goes CRAZY cutting the hours of PT employees in 2022 to the point where they can’t make ends meet. So they end up quitting. But the same ole mentality of “people quit managers” causes them to further chastise managers when the AVPs and VPs are the problem. Once again, when your opinion is voiced you’re told to get back in line. -Every manager isn’t held to the same standard. Managers within the “inner circle” of AVPs and VPs get special treatment. They’re often overlooked on their flaws and are religiously praised in front of the rest of the managers. Mangers outside the inner circle are constantly hassled the the point of being bullied. -This is all happening while they’re telling you it’s all in the name of making your dreams come true. They don’t care about your dreams or the guy below you. It’s all a lie to keep future generations in slavery so the Halle family can continue being billionaires while we can’t even make it to our kid’s events or sports games. -It wasn’t always this way. This all started when Mr. Halle passed away. I have been with the company for over 20 years and have seen first hand the downfall of a truly amazing culture. What exists now is a hollow shell of Discount Tire’s once glorious culture.

I started with Discount Tire (DTC henceforth) in 2003 where I was working at one of the retail stores. As a part time employee, understandably, I didn’t receive any of the benefits that were available to the full time employees. Though I did hear about all the great things that the company provided. I worked at this store for approximately 3 years then I transferred the corporate office. This is when I was able to receive all the great benefits. The benefits were really nice. We had many lunches, events, and other perks. When the recession hit in 2007, this is when all started to change. They started cutting the percentage raise that employees were able to receive from 5% 5o 3%, stating that this was temporary. During this recession, DTC had the best year they ever had year over year but the restriction on raises and promotions stayed. Every subsequent year, the same restrictions stayed in place. This was obviously disheartening as DTC was doing better than ever and not thanking the employees. Although some things stayed the same, such as: continued providing large sums for Assistant Vice-President vehicles every 3-5 years (this includes all regions in the company) and other frivolous spending practices for the upper management. All of this was being done while employees were told that the company was trying to be smart in their spending. With pay in general, it was not very good compared to market. I would attribute this to what DTC saw as the perks of the job. While they did have market adjustments, they are still significantly behind the market standard. With the aforementioned recession, these perks were now going away. Lunches were being reduced, managers were no longer able to pay for lunch, and all promotions were on hold. They did try to reduce the costs of the company though: They sold one of their airplanes, I hate when I have to sell one of my airplanes off. So now, what is the motivation to want to work there anymore? They’re behind market wage, they’ve reduced the perks, and make it difficult to get a promotion. But then, the employees were kicked while they were down. Without getting into any information that could be seen as a trade secret, things have changed there. Employees are scared for their positions and are unsure of what is to come. A large majority of the corporate employees are only in their position because they have been with the company forever. These managers and directors don’t necessarily have any experience other than what they’ve been taught at DTC. This type of employee has no where to go if they tried to get another job elsewhere, so really they’re stuck in their place and have to ride the wave. In other departments where this isn’t the case like I.T., the company wonders why they’re losing employees. Needless to say, moral is quite low and employees feel, rightly so, that they’re being taken advantage of. It seems that the employee is not longer valued at the company. Now, the original owner has retired and the upper echelons are being shaken up. The new owner and the CEO are at odds with one another in a power struggle and it is being disseminated throughout the company. DTC wonders why their corporate employees are unhappy, afraid, and resentful. Their practices of spending money frivolously have continued while the wage increases are being cut. They’ve cut a large number of perks to better manage expense, but they don’t know why moral is at an all time low. Now with large projects affecting the entire company, employees are fearful of the future, but are given little indication of what the future holds. Their antiquated view or running a business is causing rampant unrest throughout the ranks. They’re justification for the things they do hold no merit. The ends do not justify the means and this will be their downfall. [EDIT] Note that know Tom Englert and he is a good person. I think the biggest problem is that he just might be unaware of these issues as he is at the top. With him being pseudo replaced by Michael Z., the future of the company seems even more uncertain. They need to stop what they're doing, consult employees, and try to lay these issues to rest. It was a great company and have potential to get back there again.