It Depends on Your Store Manager - Customer Service Representative (CSR) 7-Eleven Employee Review

1.0
Jul 11, 2024
Recommend
CEO approval
Business Outlook

Pros

Many of the customers are awesome, the job is fairly easy, and if you are working for a good manager, you'll have a good experience. There's no better place to learn the retail business, and franchise ownership can be the ultimate promotion if that's what you're working for. It's not hard to learn how to run a store. You'll need integrity, kindness, and work ethic. They will teach you everything else.

Cons

They sent a new manager who had zero experience as so much as a cashier. Had never been in retail. On her first day without my old boss, a co-worker, who I had literally caught smoking crack in the store several months prior, came in and began photographing the store and telling me the new manager told her to start documenting my performance. By this time, I had been with franchises or corporate in some capacity for well over a decade, been consistently recognized, and managed multiple stores myself. I quit right then and there. It was a corporate store. Long way to say the cons of this company is if you get a horrendous manager, you'll have a horrendous professional life. Of course, the opposite is also true. The new boss couldn't run a store, but they checked all the boxes.

Explore other reviews about 7-Eleven

5.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

Amazing company to work for. Benefits are above average. Room for growth is never ending.

Cons

Being laid off for work force reduction

2.0
Jul 6, 2026
Recommend
CEO approval
Business Outlook

Pros

Pay, Schedule Flexibility and Local Teams - That is where the pro's stop

Cons

Upper Management don't seem to have a clue! They do cuts throughout the company every 2 to 3 years just to hire back/hire new people into roles they eliminated 6 months earlier. They say they value people and their concerns but the majority of workers say nothing about the toxic work environment created by Zone Leaders and above in fear of being singled out. They create positions that don't add value to the field and add more and more work onto field staff. Size of areas continually change - first its 10, then 12, then 16, back to 12 and back to 14+ stores. No consistency in there direction, they train you to manage the whirlwind but the problem is...... they create the whirlwind! Upper Management is a do as I say, no questions asked

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