Everything written below is based solely on the corporate environment – not the store environment. With that said, this is a retail company – therefore, a retail attitude and mindset. This company profits in sickening amounts. I won’t disclose the profit margin but it’s one that totally merits the disgruntled attitude being expressed below. All of the things below can be changed. If there were someone in charge that actually cared about making that change.
This explains the excessively low Morale.
The company could very easily take 1% of one sixth of the company’s profit and change the above statement. For numbers: that’s 1/100th of 1/6th … divide the profit by 6, divide that result by 100 and the remaining number could be divided by 1000 to change things. But honestly, the financial abuse doesn’t extend to all 1k corporate employees – only about 250 to 400 are really on the lower end so you could even divide that number by 50% again and still achieve the same goal.
Just like family life - if you're not a favorite in the family, you'll get nowhere within the family.
When considering accepting that job-offer you've just been given, look at the industry standard pay offered for that title - I guarantee you it will be either on the low spectrum or just below it. Make no mistake about it – that’s how it will stay.
Only the Directors and above get paid industry standard or better, everyone else is barely making enough to survive let alone stay equal with the industry average.
Everything you do is micro-managed – standards are high and the rewards are subpar.
There are no training programs and people act like you’re stupid if you don’t know how to do something the HFT way – even when no one has taken the time to show you ‘the HFT way’.
Upper management preaches there will be advancement opportunities - but they never surface & when they do surface, unless they like you, you're not getting the opportunity. Total favoritism atmosphere.
You hear people talk about the bonuses they get, but you never get one. No will will ever tell you "who" is qualified for a bonus, the managers pretend they don't exist.
You take an engagement survey every year - every year the same issues are noted on the survey - every year the same "nothing" is done to rectify the issues.
