Vantaggi
- Benefits: great benefits package including free Pure Gym or Class Pass, 50% discount (free use of the LC too - but this is in Solihull and of no use to London based retail employees) - A very select few from management: potentially 2-3 people ONLY out of a leadership team of approx 15 strong, who show that they care and put words into actions - Good location: Regent St is the epitome of central London and is easy to get to - Generally a very diverse team: however this is where diversity ends, at a very base level. There is no representation outside of the shop floor (see below cons)
Svantaggi
- Nepotism: every other manager is ex-Apple, ex-Microsoft, ex-VS… who runs the head of store? An ex Microsoft employee. Only the favourites are allowed to progress - we were sold a lie that there would be development opportunities for all. Out of a starting group of around 150 people, only around 5 have progressed, that’s a 3.33% progression rate. Instead, other hard workers get dismissed, with only full time employees allowed the opportunity to progress. Seems unfair, no? What is the incentive to work part time if this is the case? - Low pay: especially for such a prestigious location in London, where the standard is at least £13/hour, to only be paid £11.95 for a company which claims record breaking growth, is embarrassing. FYI, London Living Wage in 2024 is £13.15/hour. It’s no wonder they can’t afford to pay their staff properly (and seems as if it’s the same problem in HQ having read some reviews on Glassdoor) because instead, they send a very select few to events around the world in premium economy, all expenses paid - including days out to Disneyland! - Double standards: managers turn up to work hungover, make-up running down their face from the night before, stood around on their phones gossiping and sat down whilst on shift, but if we lean on a wall or go to grab water whilst on shift, then we get yelled at. The head of retail constantly complains about activities and the running of the store, yet when she walks in or visits she fails to even say hello to the team. The same applies for the “chiefs” who come in, criticise, take it out on management who then take it out on the team. - Uniform: Can make custom t-shirts and “merch” for teams going to events and give away loads of items like during a team “fashion show” but can’t give their team new uniform after service for a year when it was promised every 6 months at a minimum. As a comparison, Fabletics get new uniform every 3 months. - Favouritism: regarding event attendance and promotions, it’s the same people who are favoured every time. No one is able to put themselves forward because there is no communication or transparency as to how people get picked (other than the assumption that is just the head of store choosing his favourites, which there has been nothing to disprove this theory thus far). Others who have worked hard constantly and consistently are not rewarded, only the favourites - hence team morale is so low. What incentive do people have to work hard if they aren’t rewarded for it? A free Joe and the Juice drink once in a blue moon is not compensation enough for being told to work way above your grade (e.g there is no senior team member in today so you need to act as one and manage people but not be compensated for it). Attendance at events does not reflect the diversity of the team in store, and is always majority white. Even to point where someone who LEFT the store to work in HQ (Solihull) in a different sector, got the opportunity to go an event, over those who have stuck it out in store (again, same point regarding the fact that they have already done events before in their time in store and are white). Even those who have been told by head of retail that they can no longer go to events (as they turned up reeking of booze) are all of a sudden forgiven and allowed to go to the next event with no reprimand. So upsettingly unjust and biased and a slap in the face to those who worked hard and waited for opportunities - just for them to be given to the same people time and time again. - Accountability: when grievances are made, or complaints are filed, nothing is addressed. Management do not want the onus to be on them, and do not hold themselves accountable, so brush all accusations under the rug. Be more transparent with your team and they will trust you more. Communication is non existent. Don’t call us family when you don’t treat us like it.
