GameStop he tried to defend himself against the question of Circle of Life, but only got the opposite effect.

Ah but how much I love it populism, in the past days, despite studies and research done before publishing the previous article (which you can find at following these links ARTICLE + VIDEO), many fans of the page have professed paladins of justice defending by sword deal GameStop slandering disinformation etc etc

Smack dear flammons: *
Smack dear flammons: *

Know that we also want you to do this. With your favorite disinfectant affection lyed to POV.

After the denial of the Gamestop COO"You and I know that GameStop's mission is to help customers get the best advice and pricing on any product they're selling." the site that started all this, here you find the SOURCE, he replied for rhymes by making public hundreds of testimonies.

Of course, you can not do all the grass a bundle, so although there are also employees who claim to DON'T Having had this kind of problem, the overwhelming majority confirmed that leaked from initial interviews, providing a real and even more depressing breakthrough in the working reality of this chain.

I would just like to add in my opinion that the main article was born to reflect mainly on the mockery suffered by the customer, then becoming a trade union battle for workers.

I leave you with some collection of comments from the comments on the page and the private messages received, for questions of privacy I will not enter any names or surnames, which the interested directors will do if they hear it. At the bottom of the article you will find the testimonies in the original language published by the well-known portal Kotaku. NDR: Testimonies have not been touched at all, this is a pure paste copy.

"By experience I can tell you that it's all true ... I've been working for them for about a month and a half as a job, and it was unfortunately a horrible experience, besides the fact that (live vouchers and accessories contracts) left me land before it was initially spoken (they should be about three months old)
Every day the "data" of each salesman must be marked, and the chain earns practically nothing from the sale of new games, so if you do not sell enough used / l3 / gp you cazziano heavily. Also because then the store data are passed to the central office and the whole store is cagified in the event. And I also confirm the testimony of the working whatsapp groups! They do not leave you alone in peace, you are obliged to answer in the chat of your work at eight o'clock at night, if you want. So he raga, I do not struggle to believe it, it's a multinational after all. " 

From the Facebook page commentary of Talk of Video Games

"I've noticed the conversation that's under your post on the GameStop sales mechanics, every now and then someone asks if it's not a buffalo, but I can assure you that's not the case, I worked for them at 2016, despite my ex -colleagues were prepared (in the video game and many of them are still my friends) are subject to strict rules, the contract provided to the salespersons is fixed-term and if they do not fall into certain finite parameters the contract is not summarized, which often it obliges you to remain silent when you want to warn the client that what he or she is taking might find it out of the box without relying on the 2 / 3 groups on WhatsApp (behind each work at the counter) specifics) where they are constantly contacted even outside working hours, my manager basically did not have a private life (ended the turn went to another GameStop to recuperate the stuff we should have received in the evening reminded us of what we should do the next day; even on her breaks at least it could happen that she would ask her to go to the store to look at a matter of her competence, each employee has an internal security level in which he or she can make certain actions from the pc.) Of course if I write here is why I do not know whether to reveal anything that can be harmful (for me or my ex-colleagues) so if you decide to mention somehow what I wrote I'd rather censure your name and photo profile. "

From a Private Message of a Facebook Fan of Video Games Talk


"Your source was absolutely right when they talked about lying to guests. None of us like to do it, but we are all scared for our jobs. I worked two jobs myself until I hit [Assistant Store Leader] just because I did not get paid enough to support my family, and then shortly after I got my promotion and quit my other job, they roll out COL, and effectively tell us we're used car salesmen now (a term that used to be a negative one to describe trying to sell a guest something they do not want or need).

I do not want this to sound like a sob story or anything, but my situation is the norm. I have employees who work at GameStop full time, and every time they sell a new console, or a day like January 24th rolls around where you have multiple new titles releasing at the same time, they all get extremely nervous about whether or not they ' they're going to hit their numbers. The worst part is the fact that all of my staff wants to do right by the guests, and we all try to do that as much as possible, but when we're faced with either losing our jobs or selling a product that the guest doesn 't want, 9 times out of 10 we'll sell something other than what the guests want.

The only people in my store who are not currently "used car salesmen" are the people who, like me, have been in their two week notice. This kind of stuff is super frustrating to the guests, but it makes us feel like shit when we feel the need to lie to our regulars about what we have in store. " 

Current assistant manager


"I just wanted to let you know that your GameStop article is spot on -I'm an assistant manager at a midwest GameStop and let me tell you we're directed by a senior management to mislead customers.

It might not be corporate, but it's pretty damn close. During an "assistant leader" conference call earlier this week, an employee from another store asked why GameStop will not lower the price of its pre-owned inventory to undercut sales on new items - and what could we do to overcome such hurdles to improve our WITH THE.

Our District Leader in a question, talk up the value of buying pre-owned, and simply omit mentioning any sale prices. In the specific example she used (Watch Dogs 2), our guest would have wound up 25 dollars more than they had to! Maximize sales and profit while making service

Another current assistant manager


"I do not take part in some of the more extreme measures represented but I do think that we are incentivized to do so because of the really awful way that we are treated as employees. It has not been expressed in as many words but the threat of losing jobs over the "circle of life" is a very real thing that myself and my colleagues have discussed.

On top of all of the COL nonsense we've been pushed into a culture of selling that actively neglects the parts of the business that do not allow us to actually sell. We're constantly asked to remember about processing shipments and the like to help customers. While this is not a problem, the problem comes when we are chastised and reprimanded for not processing the shipment. I've had an entire back room full of unprocessed merchandise and then yelled at about it when i was doing as i was asked. This would be possible with more hours but we work with something less than bare minimum. After my Store Manager and I take our 80 or so hours out of the equation we are left with less than 40 hours to apply to everyone else. This makes for an incredibly frustrating environment. "

Current employee


"I'm happy at GameStop for the most part, I love my regular customers and the conversations that I get to have, and love helping people. My store does things with a pretty unspoken code of ethics. We know not to lie to our people, because they are happy matters more than our numbers.

It feels like the company is hurting big time though. People (at least in my district) are quitting or getting fired left and right. Morale is absolutely horrible, and it (in my opinion) all boils down to there being a new crisis every few weeks. One week, we desperately need trades. The next few weeks, we need to focus on preowned. Then because we focused on trades and preowned, we did not get preorders.

So I think focusing on the COL was their way of trying to do everything at once. That focus just puts intense pressure on us within the last month. I get 10-20 hours a week in my store now because they cut hours so much, and they expect me to have the responsibility, accountability, and performance at par with my managers who are there for almost 40 hours a week.

I'm a student, and I love the people I work with and the perks that working at GameStop sometimes brings, but man I hope things improve from this story breaking. I'm kind of afraid employees will be blamed for it. I've been with the company for a over two years, and I can personally say that it feels as if we get less praise & incentives by the month.

From the top management point of view, we should feel lucky to even work at GameStop, talking about things we love and dealing with games all day. They say that during conference calls and those kinds of messages appear on our TVs when we open and close. The dichotomy of getting paid $ 1 over the minimum wage for being "management", yet being expected to act like a car salesman accountable for my sales should not be lost on them, but it is, and that's perhaps the most frustrating thing. They can not have it all, but they want it all. "

Current senior game associate


I was an assistant manager at GameStop until last Thursday (I had enough of the company.) Circle of Life (COL) was something that has always been part of GameStop but got revamped around October for the holidays. The goals for our store were as follows.

  • Reservations: 11%
  • PUR Pro Renewals: 13%
  • Pre-owned sales: 34%
  • Trades: 22%
  • GPG (Game Protection Guarantee) 20%
  • PRP (hardware warranty) 33%

These goals had to be met every day or we would get a call from our District Manager (or District Leader, as GameStop would have you call him) to alert us about our low numbers and warn us. Our DL would routinely threaten our jobs over low performance so much so that he fired all the employees at one location (admittedly, this location was a problem location. But to fire the whole staff?)

Former assistant manager



"I've worked at GameStop for over 7 years now. The comments you've received, I can almost guarantee you are the edge cases.GameStop has an open door policy with its leadership, and the discussion and instruction around new policies comes straight from Paul Raines all the way down to the lowest level.

COL is one of the most stringent selling behaviors this company has enforced, but it's not out of bounds. Trade and pre-owned are where we make our most profit, with PRO Cards and Reservation growing the ecosystem. While those are always our greatest focus, company policy is, and always has been, customer first. Always offer customers the best value.

In our training videos for COL, they specifically stated situations where new is a better value, and how the bottom line should be helping the guest. Any district leaders forcing inappropriate behaviors around COL are acting strictly out of line, and I've seen these behaviors get them fired.

As far as being fired for COL, as I said, it is strict, but not without reason. GameStop needs to stay focused on generating profit, and we do so best with COL. If someone is fired over their COL score, it's over months of bad scores, with monitoring. District and Regional leaders are now required to spend enough time in stores specializing employees who have room to grow. If their behaviors do not change, actions are taken, but it's not done without time and effort. As I said earlier, District Leaders encouraging incorrect behaviors around COL are at risk of immediate termination.

And in regards to not selling new products just to push pre-owned, that's an easy way to tank your store. Labor time allocation is based strictly on trade and net sales, not pre-owned. We still make profit from new sales, otherwise why would we offer new product. Anyone pushing sales away is purely acting that way, because they're not already doing well.

And it doubly does not make sense with new releases. Pre-order numbers and percentages are some of the most largely emphasized and tracked stats in the company, but for every pre-order we get, we get negatively affected in the end by pick-up ratio. If you get a bunch of people to pre-order Tekken 7, then 40% of those customers pick-up, your pre-orders will end up hurting you. The company puts a focus on quality reserves, not just getting pre-orders to have them.

I hope you can add some of this perspective to the narrative. I know it's cool to hate Gamestop, but they're still a big part of the gaming industry, and there are still a lot of honest, hard workers here. I'm sure you've seen the stats on the amount of new games we sell through pre-orders, and how much we drive trade incentives towards pre-orders. Also, people forget that niche retail is extremely competitive with not-the-highest job security either. It just comes with the territory. "

Current employee


"I worked for GameStop for over 12 years and was a GameStop store manager for the last eight. Emphasis on "was." I was just fired from the company over this exact program two weeks ago. During the holidays, my staff was afraid of being fired because of this program, so what I did was pass off my transactions to them that would improve their COL score while I took the transactions that would otherwise hurt their COL scores. I did it to help ease their minds and pressures from corporate. I thought I was safe because of my excellent track record with the company and the overall COL score for the store was above the average company.

Unfortunately, they fired me because I was not an effective leader and I did not regret it. I did not know that I was going to be a member of my staff, I did not have a Pro card, or I did not want to reserve something ... and I know my store was not the only one like this. People in general deserve a better place than GameStop to buy their games. "

Former store manager



"First, while not every associate at GameStop uses these dishonest practices, I know many who do. I have worked at 2 different stores (both in management and non management positions) and have seen people outright lie about things that would be in games to get people to preorder. Another thing people do is get people who do not work often (8-10 hours a week) to do transactions under other associates' names so as not to hurt the store's numbers. These associates can not possibly make their quotas, due to the limited number of hours they work, so they have to hurt someone else's.

Believe me, we are all very tired of the COL, and it hurts morale overall. "

Current employee


"Hello there Jason, I just read your article on GameStop's Circle of Life program and I'd like to inject my thoughts on the matter. Yes, I'm a former GameStop employee and I agree that COL is not perfect by any means. It's true GameStop corporate is expecting employees to have a minimum of 75% a day / week, but they will average your score if I remember every six weeks. In this average, if your score falls below 45%, shit starts happening.

Now, I'm not new to retail, I've been in the retail / service workforce for seven years plus it's a numbers game I know that by heart. There is more to the store than just the COL. It's all about store profitability and COL is directly linked to it. I can not speak for all Gamestop stores, but the one I worked at did not turn down a customer who wanted a new game or system. Yes, it does not add anything to the COL but there is another thing that corporate looks at with a magnifying glass and that is customer surveys. On the bottom of every receipt there is a survey link with a chance to win a gift card thing. Those reviews if a customer has filled out carries weight and one of my old managers at the end of each transaction as a friendly reminder encourages the customer to fill it out. He ends the conversation like this, "I like working here" or if I was working along side with him he would do the same thing with my customers. Just take it out and replace it with me :).

I was disciplined for having a low COL score and that basically was that I could not work the register for a couple of days. Which I kinda broke that rule out of necessity but I left the company soon afterwards. I was working a second job at the time and I got a better deal with my current employer. In conclusion, the COL is not perfect and it does work in a desperate situation because it assumes that every day is going to be a perfect day. At the end of the day it's all about numbers and having strong numbers is always good. GameStop at a corporate level that's all they see and look at are numbers. "

Former employee


"I have been writing for both having a low COL and for" not pursuing potentially key sales. "I was recently talking to this Sunday because I had a customer to return a sale that hurt our score.

Our store has not kept new games hidden, at least to my knowledge, but we do "juggle" sales to play the numbers. For example, if a customer comes in and purchases a used PlayStation, games, etc from me, they will give me a positive Pre-Owned score. From then on, I will be the employee who deals with all new sales for the rest of the day, because my personal numbers can take it. We have even gone so far that my co-worker has given me their computer login, so that a positive purchase from me will even out their numbers, and vice-versa.

We do this so we do not have to do something like turn a customer away, but we have been told several times by corporate managers (mostly district managers) to cease doing this. "

Current game advisor


"You pretty much nailed that on the Circle of Life. I've been a employee of Gamestop for about 7 years and this is not a really new program. It's been around for years but around the holidays they revamped it and enforced it. It's honestly the most ridiculous thing that GameStop has forced. The company has been trending in a downward spiral. Out of all the categories the only one that is feasible, should be the preowned sales. Mainly because that's the majority of their revenue. But other ones are solely on the customers, and employees will ask.

In my district in Massachusetts, individuals are to be at 50% without facing punishment. I was actually told by my manager that our district manager wanted to get rid of me for having a 0% during the holiday season. It was absolutely ridiculous, my manager did not agree with her. But I was somewhat punished by my manager just to appease the district manager. What you did say about employees lying about certain things to get their numbers up or keeping them up. We refer to them as "padding numbers," and there are some shady stuff that employees do. In all the years of working there, not 1 of their programs have ever been about customer satisfaction. "

Current employee


"Your article was honestly pretty accurate as far as COL works. That being said, I feel that (while sometimes warranted) it paints us employees in a bad light. Of course, I can not speak for all stores, but within my district, I am very lucky to have leaders who are kind and understanding. We push COL as hard as every other district, but the punishments are less severe. No one has lost their job due to their performance. And as employees, we will not lie to a customer to our score. If anyone wants a new PS4, and I can not talk them into a pre-owned PS4, then so be it. I take the $ 300 hit. And that's okay. Since I'm in such a forgiving store / district, I'll do it as much as I need to, if it means the customer gets a better deal.

My store's employees consistently hit 50% or above weekly, not because we deceive our customers, but because we work hard to push recommended products in an honest manner. We are able to keep our score by constantly checking COL, and distributing sales to who needs more of a category, or letting someone take the hit for someone who is already under a category. COL hurts all of us, as I and many of my associates genuinely care about customers and meet their needs, but are discouraged to do so by our own company.

So, that: COL sucks, it stresses everyone out immensely, but the average employee is not as scummy as the article seems to portray us. We care about the customers, we just want to keep our jobs. It's really scary to know that I could lose my job for the customer's best interest, and it's starting to drive away a lot of my staff from the company. Honestly, I'm scared for what comes next in GameStop's money making plans. "

Current SGA


"I will not do any of the shady practices they basically tell us to do, without actually saying it.

But the COL does not force us to push products on our customers since we are essentially threatened with termination every day via emails.They want sales numbers but do not offer any commission system. I know they are not breaking any laws with our pay but I've been here 4 years, I'm a key holder (SGA), and I only make $ 10.25 in the state of NY. That's only 50 cents higher than the minimum wage. They also keep us at a skeleton crew but tell us it's our fault if we do not take our lunch breaks and that we will be fired for it. There are days where I'm the only one in the store until I'm scheduled to leave, making it impossible to take my breaks or lunches. This is because they cut the hours to the bare minimum to keep us open. I can not even use the restroom without temporarily closing the store. "

Current employee


"I'm sure you've received a lot of emails since posting the article on the GameStop Circle of Life metrics, but if you wanted more insight into it I'm a Store Leader at a store that consistently ranks top 10% of the company in the Circle of Life and I hate it. The goals can be met without lying to guests but they can not be met without some kind of gaming the system. My own District Leader has flat out told me to have employees who are weak on performance ignore guests who come into the store and never step foot behind a register to prevent scores from dropping.

Monday through Wednesday have brought about guilt trip calls, and conversations questioning whether or not my employees "really want to work for GameStop or are just wasting our time" because they got excited about Resident Evil last week, sold us completely out of copies, and tanked our pre-owned numbers. "

Current manager


"Very much in line with what you said, the pressure on us to hit numbers goals is real. According to corporate policy, being below 50% on COL for 3 consecutive weeks is supposed to result in termination. Some district managers may enforce this, some may not. Mine does. So very often we are forced to do what we have to do to get these numbers, but it goes beyond lying about new / used game stocks. A good example is preorders, if a guest has no preorders and does not preorder something that hurts our numbers. If the guest preorders a game that obviously helps. If the guest has a preorder and makes a payment on it, it has a null effect on our preorder percentage.

So, last week my DM instructed me to add a penny to every preorder a person already has because nobody notices an extra penny and it boosts my numbers, even though it is not very ethical. COL promotes a poor selling culture. As a employee who receives few hours as it is, one bad week of COL could cause me to go for a week with no hours, or greatly reduced hours. So I'm in a situation where sometimes I tell people I can not do transactions if they do not have trades, I may trade with somebody on days with major title releases (like recently with RE7), or preorder games for guests when there is a trade bump towards that game even if they have no intention of preordering it (causing them to have to cancel later and hurt one of my co-workers). It sucks to do, but it keeps my job. "

Current employee


"I worked as an SGA or Senior Game Advisor from May of 2016 to November of 2016. I was there when the revamped "Circle of Life" was put into place. Although I can not speak for GameStop as a whole I can say that at the store that I worked on I never felt pressured to lie or mislead my customers nor did I ever feel pressured by top management to mislead anyone as well.

I know GameStop has been known for misleading its customers and some of its practices I do not agree with such as selling games that are already open as new as well as ten years ago when I first worked for the company and the pressure I faced when Having to sell Edge Cards / Power Up Rewards memberships to people or otherwise your job was on the line.

I agree that the current metrics are rather absurd for the Circle of Life. Each metric is 25% of your overall 100% goal and we even had contests every month to try and hit those numbers which could also be the reason why a lot of employees across the company were misleading customers to try and win a contest. Not to mention there was a contest where depending on how well you did on your COL score your Store Manager would win the prize money as well.

That's where I think the problem lies, is that the incentives for Store Managers and employees were so good that it could have caused employees to want to mislead customers so that COL scores would be great. THE you can also confirm that you did just need a 75% or a 3 / 4 on your COL score in order to succeed. It can be a lot of pressure to try and hit those numbers especially when you are sold out of say pre-owned PS4's and then go to sell a new one that really hurts and can tank your COL score. "

Former employee


"I can confirm some of these behaviors. All GameStop employees are sick and tired of this COL metric, and sick and tired of corporate threatening our jobs over this... The COL score has directly affected my store in just a few ways. Everyone seems to be worried about if they're going to be at the percentage mark whenever I print out the last days / week to date COL results, and that worryingly impacts their performance on the sales floor. Either they see that they're in a good spot and just try to get out on it and stop trying or they see that they're below what they should be and then they try harder, which sounds good but it's that frantic and desperate trying because they know that their jobs are literally on the line and they just seem too overly pushy and you can see the uneasiness in some of the customers eyes when my employee is trying desperately to get a reserve or a pro card or talk them into a used item when they really want new.

And we've been told, as Store Leaders, to cherry pick transactions if our COL score is too low. Like literally take transactions from our employees if we know there's gonna be a reserve or a Pro card, or even if someone is trading a lot of things to take the transaction from them to boost our pre-owned percentage. Which, I do not do and I do not know of many who will do that, but we've been told to do it.

But the COL also keeps us from being happy to make a big sale anymore. My Regional Manager sent out an email because someone at a store made a little over $ 1k sale, but everything was new but the 5 used games he managed to sell with the purchase. It was a good sale, but the only thing that helped his COL was those used games, and the PS4 and the VR headset he sold hurt him. I sold $ 1400 in one transaction during the holidays, but instead of feeling good and proud about doing it, all I could think was, "Well, there goes my COL score."

This whole COL fiasco has made us all feel expendable and pretty much useless. They remind you that they will almost terminate you for low enough consecutive COL score, and that we need to be writing and pushing out the employees at our stores who can not keep a high enough score. "

Current manager


"I worked at EB Games / GameStop from Oct 2016-Dec on 30th 2016 as a seasonal" Floor only Associate. "

I was first introduced to the "new direction" when my WW 2K17 was coming out. It was the day before release and we just started opening up boxes of cellophane wrapped games. My manager then starts to tell me to start tearing off all the cellophane wrap from every single disc and to take the disc out, and use the empty case as an "extra source for marketing fill space." to come in the next day requesting a new copy of WW 2K17, we were to grab the 1 of the discs that were already out and opened up, and to put it back in 1 of the already opened case cases with a 1 "piece of round tape sealing it after. If we did not sell all open "new" games in the next few days. My manager would enter them into the system as pre owned then apply the green sticker on them, and continue to sell them at a used price.

Remember reading / writing about how Gamestop had broken some records for pre-orders for Pokemon Sun / Moon? Well when I first started, our district manager had come to check up on the store and urged everybody working on each location to pre-order 2-3 copies of Sun / Moon each, whether we were interested in the game or not. In fact my manager basically told me I was not a team player if I did not order more than 2 copies of the game. Apparently this was going around in every district. After the games were shipped, 2 / 3 of the employee canceled the pre orders.

...The last thing I'll mention is that time and time again, my manager would tell customers that they could only get a copy of the game from us if they ordered the game. If a new game was not ordered and the day of release someone came to buy that game, my manager would refuse a sale and tell him to pre order the next game ... or he could buy a pre-owned version for 20% higher price. "

Seasonal worker


"As a current assistant manager at a GameStop store in NY I can promptly tell you that almost everything that was brought up in the initial article was absolute bullshit being complained about by shitty employees who were also probably just shitty people in general. Those kind of employees make up a very small minority of GS associates and honestly give the rest of us a bad name. No one ever gets threatened to be fired for that kind of stuff unless they have been missing for months on end. And it's not even a majority of the staff that gets threatened. It's always the store managers because they set the tone of the store and frankly if they can not get their employees to do their jobs then they are either terrible managers and should not run a store in the first place or should fire the staff and get people who will actually put the effort into and do the work.

I love working here. Are there times when they tell us we have to do certain things or meet certain numbers? Of course. It's a business. For some reason people just like picking on GameStop as a business because they have had bad experiences with bad employees. But it happens, that's normal in any business. COL is not something new. It's been around forever. It's what makes GameStop run as a company. Best Buy, Walmart, Target, etc. they all have the same shit. If you do not help grow the business or you're losing the money you're gonna get fired. That's how the world works. Does it sometimes suck? Sure, but you can not complain about a business doing what it has to do to make money. "

Current assistant manager


"Just chatting in as an SGA / keyholder. The first article seems mostly accurate. Personally, I have deceived guests before on a few occasions because this program has bad incentives. For example, when DOOM was on sale for $ 30, someone asked me what the price was and I said "I think it's $ 60" and he bought the PO copy for $ 54.99 just to not hurt my numbers. I have never said "we do not have this in stock. Other occasions, somebody comes in to buy Rocksmith for XB1 and I once tried to get him to take this used 360 copy which somebody left here (GS does not take it in for trade) but he still wanted a new copy so I sold it to him.

... As far as job threatening, I've had this happen several times over the past year for different reasons but numbers have not been one of those until the COL metric came in to play. Now, my DM is telling us that anyone who has a 0% COL score for the week should not work for the company, which is understandable. However, his attitude is what gripes me and he is treating us as if it is a commission based job in terms of how aggressive and competitive it is when the only "incentive" (lol) we have is to not get yelled at or fired for poor performance. If I wanted to be yelled at about numbers, I'd go to work for a company that would pay me commission and a living salary. "

Current SGA


"I obviously do not know everything you've been told, but your articles are pretty spot on. I've been with the company for almost 5 years and have never pushed COL so hard. It's always been a part of the culture, but most of us have never feared losing our jobs over not making the right score.

First, thank you for reporting this. Our company is turning into a sinking ship, and everyone but corporate seems to see it.

Second, I'd like to point out that not all of us are going to lie to customers. A good bit of us will not. However, there are many people who, out of fear of being fired, will. There are district leaders who even encourage their stores to apply a game warranty without first asking the customer. It used to be "would you like to add it" and now it's turned into "Your total with the game warranty is x.xx".

The company also took our employee information hub for about a week last year, claiming later that it was "helping us focus through the holiday weekend" but originally telling us it was because we weren ' t doing our jobs well enough. So this new push for COL is only among the worse things. I've watched my store leader go from someone who liked his job to someone who can barely find it in himself to interact with even his favorite customers because he's constantly being scolded about things out of his control.

GameStop used to be a great place to work, but now we're all bonding over the fact that corporate is determined to drag us down with them, blaming us the whole way. "

Current employee