Nothing has changed - Counter Manager Dillard's Employee Review

3.0
Jan 21, 2009
Recommend
CEO approval
Business Outlook

Pros

If you are looking for an easy job that pays next to nothing where you can coast...."ding, ding, ding. You have just won the jackpot" and should work here. Your discount is by far the best esp when there is a really good sale you can use it in conjunction with. The people that want to be there and work are great. Cosmetics was a great place to be because we got free samples and testers of all the new products for our line to try out in order to sell them. if you work for a larger line, their education/training programs are really good.

Cons

Next to nothing pay, only off 1 weekend (Sat & Sun) per month, work every holiday no matter what, required to work store inventory, long hours where you are on your feet the entire time, and very rude/difficult customers. Healthcare coverage is so expensive you cannot afford it and there are no other options in place. Some coworkers can be extremely difficult to work with and there is very little to do about it. Very little opportunity for promotion unless you are willing to do whatever it takes to increase sales profits and gross margin over the year before, especially showing amazing increases in that years promotions and/or push items because that gets the Store and it's Manager and its regional recognition.

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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