Event Network reviews

Brownnosers; honestly this is such a strong issue for me. Allowing certain management staff to be off the floor to chit chat with the directors about their lives while the sales floor is overwhelmed with customers and because the day has been so busy numerous breaks and lunches are behind as well. IT isn't about how hard you work at, it is how much time you have spent chatting with the Directors to ensure that they know every detail of your life. Hiring of friends: my most recent director felt it necessary to hire an old co-worker of hers as a manager, who was in between jobs. She seriously lacked the skills necessary for the position and was the first to blame others for her mistakes. AS the friend of the director she was believed over other staff members who had been working at the location for years. The "friend" left a short while later for a new position and now that an assistant director position has opened up, this "friend" has had 3 interviews and is most likely going to get the job, when she knows nothing about the venue, the strength of those who are currently working there, or the responsibilities throughout the day. Although, this "friend" is somehow more qualified for this position over others currently working at the venue that have been turned down. Policies consistently changing: There is a shift called an on-call shift where you have to keep your day open for being called into work if necessary. The procedure for this process is constantly changing, sometimes you are to call in by a certain time, or others they can call you at anytime of the day. It isn't consistent, and frankly it is ridiculous to have a fake shift for someone who could possibly make money that day or possibly could not. Scheduling is a joke, it is in a system but is also printed out and can be changed at any point, some managers call and let you know it has been changed while others expect you to read the changes. The Director doesn't always approve the changes and sometimes she will change the schedule back to its original when changes have been agreed to by the individuals working the shift. The starting of 2013 all managers were only allowed to work 30hrs a week to allow Event Network to keep our job status at part-time and avoid giving managers full-time status. Managers would be disciplined with a write up for any hours over 29 in a week and were expected to manage that ourselves, regardless of the fact that sometimes the Director made that mistake. Sales goal and PWP percentages are unreasonable, especially if a venue has had the same item for over 2 years. The expectations of the staff is too high for the pay that is being enforced. As a manager I made 9.50 at 29 hrs a week (if I got the max hours for the week) which is $275.50 a week before taxes that is less than 15k a year. How could anyone survive on that, especially in a management role you will get what you pay for.

Every store is different, and has a different need. Because the museum business is highly seasonal, some years are amazing with wonderful coworkers, and some are a challenge with people that just want to make a quick buck and don't support one another. Hiring has to be done carefully so that entitled people don't start taking over and trying to just get a paycheck for nothing. There are no free rides at Event Network- our work is a challenge, so only apply if you're ready to actually help people and try to make guests happy. HR is becoming more and more detached from reality recently. They roll out new programs every year that we all waste time learning that end up taking more time than ever. Many new things are not tested fully and stores have to fly blind. I would rather write out an annual report on a chalkboard everyday than give another dime to ADP, that company is useless. Upper echelon management has been hired out of company, which is risky and doesn't pay off often- we need longer interview processes for these positions to be sure that new hires will believe in our mission and not just bring whatever garbage they've learned in normal retail. We are not normal retail and don't want to be.