Dillard's reviews

1. Hilariously outdated computer and sales system. The inventory programme is command line DOS, like something from the late 80's. This makes trying to locate merchandise virtually impossible unless you are very, very skilled with an otherwise arcane system. 2. Literally no training nor patience for new employees; new hires are thrust onto the floor in a "sink-or-swim" situation, are shooed off if they have questions. Trainees are shuffled randomly into different departments with little to no notice of where or why they are going there. 3. A culture of intense, even savage competition amongst employees to fulfill impossible sales quotas and SPH (sales-per-hour) goals that lead to much bad blood and even outright hostility. Teamwork for sales -- altruism -- is frowned upon, giving sales to others to help out is looked upon as anathema by upper management. And despite the very high volume you are expected to sell, only select departments get commission. 4. Very long hours with tedious manual labour (putting out merchandise, re-ticketing literally hundreds, at times thousands of markdowns) which makes a balancing act with sales and customer service an often out-of-reach challenge. 5. Virtually absent management and executive presence, and what presence is felt is one of arrogance, intimidation, and haughtiness. Employees are often left to fend for themselves, even with excessively needy customers (a very common occurrence) or customers upset over the unclear and arbitrary return policies (an even more often occurrence).

lack of a human resources department. the company has over 330 store yet there is not a corporate HR department. Lack of staff training this applies to both associates and management, both are lacking training and the tools necessary for advancement. Lack of a clear and concise corporate direction, lack consistent standards and guidelines from store to store. The last two are due the the family members involved in the running of the business. Each Dillard is focused on their own area and thus chooses to give their own direction out with regards to said areas. One would think that with there being a director of stores his office would have final say on corporate standards and guidelines for the company... But this is not the case.