HORRIBLE EXPERIENCE - Recensione dipendente - Sales Associate presso Dillard's

1,0
17 mag 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Pays more than Macy's, always hiring, no experience required, benefits offered to all full time employees.

Svantaggi

Very Toxic, extremely low morale, management is very messy and will engage in gossip with employees, especially if they don't like u and you are meeting your sales goals. They will purposely sabotage you if you're not their favorite but you are doing well. It happened to me and she made the whole work environment very uncomfortable for us to work in causing 2 people (2 of the top sellers I might add) to quit over it. Sad part is that upper management was notified and did absolutely nothing about it but tell the associates not tell tell anyone what they experienced. They lie to customers for example we had 3 or 4 raffles during my time there and every one of them was a sham. They got all the customers to spend more money or buy items they weren't originally even going to purchase so that they could enter to win these gift sets or baskets, and they NEVER once even actually drew a name. I was shocked when I found out this is what they always did. It made me think twice about all raffles now. They would even reuse the old baskets for new raffles bc of course they still had them bc they never drew for a winner. I ended up quitting behind all this mess. When I started I thought it would be a good company to work for bc it has been around forever but I see now at least at the Willowbrook Mall location they scam that's how they are still going strong.

Esplora altre recensioni su Dillard's

5,0
7 dic 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great customer relationship opportunity and good pay

Svantaggi

Long and inconsistent work hours

1,0
8 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Only pro is that you can expect there won't be any. So, transparency.

Svantaggi

Annual raises for salaried employees are minimal, often only 100–500 dollars per year, regardless of performance or inflation. Salaried roles are consistently compensated below industry standards for comparable positions. Management routinely solicits employee input and feedback, then consistently ignores it, making requests for opinions feel performative rather than genuine. Excessive favoritism is openly displayed, accompanied by constant gossip, drama, and office politics that undermine professionalism and team cohesion. Leadership culture normalizes poor treatment by implying that if everyone is miserable together, the situation is acceptable. The company shows little concern for employee health and safety, pressuring staff to work in unsafe conditions because “it was done before.” Employees who raise workplace health concerns or request alternate work arrangements for health reasons are consistently penalized rather than supported, effectively forcing them to choose between their health and their job. The building was shot at, and management waited several hours to inform employees and refused to let anyone go home, demonstrating a disregard for basic safety and crisis response expectations. Any non-vacation time off, including sick time, medical appointments, and other approved leave, can be held against employees and negatively affect promotions, raises, and recognition. Promotions and raises are often denied based on incomplete or misleading assessments of performance, while significant individual contributions and permanent fixes to long-standing issues go unrecognized. External or third-party training and professional development are not supported and, in some cases, are actively discouraged. Execs are only concerned about profits and never employee well being, morale, or happiness.

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