Sales Associate - Sales Associate Dillard's Employee Review

3.0
May 28, 2015
Recommend
CEO approval
Business Outlook

Pros

Helping customers can be a fun, enjoyable process. Great if you need a short-term job to tie you over. Easy to get in the door.

Cons

Long shifts on your feet can be tiring, especially considering associates are expected to dress fashionably--fashionable women's shoes are not comfortable for all day standing. Employee discount is not great. There seems to be greater loyalty to customers than employees. The system seems built for employee turnover, not invested long-term careers of employees. Don't plan on moving up from sales associate. Associates are not paid on commission but still expected to make a target number in sales. The system inherently creates competition between associates that hinders camaraderie and teamwork. Target sales are unreasonably high. Competitive co-workers were unpleasant to work with and often caused additional work for others--there is minimal accountability to management for any work other than sales (i.e. folding, tidying dressing rooms). My coworkers reported unkind treatment from management relating to handling their personal health needs (hypoglycemia, needing a moment to sit down).

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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