We all know they’re going downhill and fast - Lessons Lead Guitar Center Employee Review

1.0
11 Jul 2025
Recommend
CEO approval
Business outlook

Pros

Employee discount, most coworkers are amazing people

Cons

How do we even begin? This place has been slowly chipping away at labor and commission and putting unbearable pressure on staff to produce more and more and more. It’s never enough! Meetings consisted of corporate trigger words and regurgitated nonsense on a weekly basis, essentially monkeys ooing and aaahing “ooo loOK biG nUmBur, vErY NiCE (clap clap)”. We need 3 completely different systems to do one simple task and it’s embarrassing to have billionaire company with such antiquated systems, the new systems suck too don’t worry! Stupid little updates that no one asked for yet the ONE function we did ask for over and over again for years is unattainable for some reason apparently. Ask yourselves why only 3/15 stores have your arbitrary minimum number, it’s because it’s impossible to actually do business with you! You rely on the perfect scenario that only exists in your head to pan out with real lives, it’s insane! I also had the laziest store manager in existence. Would sit in their office all day and look at gear and cars they wanted, always taking personal calls. Would complain that no one had their work ethic but they’d do everything to get out of doing anything. Severely misunderstands what a store manager actually means; you’re gonna have to burn sometimes, you’re gonna have to pick up calls and make sales too. Especially when there’s 1 person on the floor.

Explore other reviews about Guitar Center

5.0
9 Jan 2026
Recommend
CEO approval
Business outlook

Pros

Got to work with so many people

Cons

Long hours during holidays were rough

1.0
21 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

- Plenty of capable individual contributors doing real work. - The brand and the business itself are legitimate — the problems are organizational.

Cons

- Senior leadership is politically driven rather than outcome-driven. Strategic initiatives stall out, and leaders spend more energy assigning or shifting blame than actually diagnosing and fixing problems. - Some parts of the org operate on deference to the top. Honest assessments get softened into whatever narrative leadership wants to hear, which makes real cross-functional work difficult. - Senior leaders do not consistently advocate for their own teams. When things get political, self-preservation takes precedence over backing the people underneath, and capable managers end up exposed.

2
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