Terrible job - werkgeversreview Sales Associate bij Dillard's

1,0
14 jan 2024
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

The other employees can be nice.

Minpunten

Long uneeded hours, low pay, terrible schedule, switched and baited us and lied about our pay. Incompetent management that had no congruency. They hold you hostage at night in the building and everyone needs to walk out at the same time. That adds a half hr of just sitting around for no reason onto your already very long day. You have to take a full hour lunch. There we go wasting more time. No one wants to get out at 9pm in the winter especially after being there since 10 am. Management lies and they lied about our wage. When we were were hired they told all of us we would be making a dollar more after 90 days. Once we hit after our 90 day mark we were all waiting but it never happened. They then back peddled and said it was only if certain numbers were hit. What a scam and a lie. I am not even sure baiting and switching salaries is legal? Your manager will never schedule themselves to close because they also do don’t like being held hostage at night. So be prepared for really long hours and low pay. You will also never make your numbers so you will never see a raise. But this joke of a sales position will have your going over unattainable numbers eveey month with your manager who is the only person that may see a little money if certain goals are met. They will want you to work hard bit you will never see a red cent for your contribution and hard work. Have fun with that!! Worse dead end job imaginable.

Ontdek andere reviews over Dillard's

5,0
7 dec 2025
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great customer relationship opportunity and good pay

Minpunten

Long and inconsistent work hours

1,0
8 jun 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

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

Minpunten

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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