Shop at Dillards, DON'T WORK THERE! - ASM (Area Sales Manager) Dillard's Employee Review

1.0
Oct 23, 2008
Recommend
CEO approval
Business Outlook

Pros

If you want to realize that your degree is worth more than folding clothes, go to work for Dillard's. It will make you appreciate working hard and studying in college, which will consequently make you realize that you should look for a job in another industry/retailer. In addition to this, you get a discount on store merchandise, but as with most things at Dillard's there is a catch.... you have to work at the store for at least 30 days and, here is the real clincher, you have to get the store credit card in order to recieve your discount. Only then can you get the 25% off.

Cons

EVERYTHING. Dillard's is such a sketchy place to work at. Not only do the store managers play favorites and base promotions on those favorites, they also expect you to make your sales based on 'last year's sales figures' even when there is NO possible way you could ever make those sales since you have less inventory in the present year than you did in the past. Your bonuses are based on if you make these sales or not so you get completely screwed, every year. Also, the 'mark-up' and 'mark-down' system they have is a complete load of crap and stuck in the stone ages. Dillard's will never become a leader in the retail industry if they keep wasting time and money on this terrible system that they have in place.

Explore other reviews about Dillard's

5.0
Jun 25, 2026
Recommend
CEO approval
Business Outlook

Pros

Great payment benefits and flexible schedules

Cons

long-standing hours and sometimes overnight work or very early mornings for inventory

1.0
Jun 8, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

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

Cons

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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