Daily Frustration - Recensione dipendente - Part Time Sales Associate presso RH

2,0
16 ago 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The galleries are beautiful. The employee discount is quite generous, and the associates and designers were wonderful and talented.

Svantaggi

Where do I start? The pay is a joke. $12/hour with a sales goal of $1M for the year. I don't care how self-motivated you are, selling that amount of product with no commission or bonuses makes it hard to care. The ever-changing weekly schedules will make you hate your life. One week you are scheduled to work 5 8-hour shifts, including the entire weekend and multiple closings. The following week you are scheduled to work 3 5-hour shifts, all closing, on the weekend. Every week you are also scheduled for an on-call shift for which you call in 1.5 hours before the shift to determine whether or not you're working. The weekly uncertainty makes planning anything, scheduling childcare, and actually making enough money to survive impossible. As if this weren't enough, the leaders typically have no management experience outside of RH and no understanding of how to actually manage people. They not only make the associates, designers, and support team angry, they manage to regularly anger the customers. To top off the daily frustrations that go with working in a gallery, your morning starts with a meeting in which leaders start by telling you how crappy your sales are, then follow that up with touch-feeling time. I'm sorry, but there is not enough coffee in the world to prepare me to talk about my feelings in front of a group of people at 8am!

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5,0
2 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Experience working for on of the leading innovators in the design industry.

Svantaggi

The scheduling department being in a regular call center and not the gallery

2,0
25 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Trauma bonding with your team.

Svantaggi

Leadership has no pulse on reality. They put business need and dictator-like decision making in front of work/life balance and what’s right. Instead of using the plethora of experience on their teams to help create and execute fair and equitable solutions to grow the culture and business, alike; they force positional changes, demand that serving staff supplement the income of other support positions and refuse to uphold any of the values and foundations the culture is allegedly built around.

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