- Promotions are mostly lateral from other stores, meaning no growth upwards unless you transfer stores.
- Our store had a recent (~6 months) change in our management, as in all but 1 manager were either new to the store or new to the company. Unfortunately this created a lot of tension between preexisting associates and new management with an agenda who assumed associates were incompetent. This completely crushed the morale of our team and unfortunately led to an insane turnover where almost every associate who was there at the management overhaul has either left since then or is desperately trying to leave.
- Along this line, new management created a catty, unwelcoming environment where associates were gossiped about by management in earshot of other associates and a level of distrust was gained. About 6-10 associates reported this behavior to corporate HR with very little disciplinary action or change in management behavior seen since, creating a toxic and highly unprofessional work environment.
- Upon arrival, it was made clear that there is a line between an associate and management and friendships outside of work were frowned-upon. This power hierarchy created an unapproachable, untouchable class of management which ultimately broke the 'team' feeling of our team, not to mention morale.
- Breaks were often missed the first few months of new management, where people were often taking their first break 4-5 hours into their shift, and if the shift was long enough for a second 15-minute break, it was forgotten about completely.
- Unprofessional sales floor conversations between management (and sometimes directed at associates) included discussing in detail:
*Personal matters such as romantic relations, parties/social events, and television shows/movies watched.
*Badmouthing former employees who left out of frustration due to their management style.
*Talking about difficult customers while on the sales floor, even if they were still shopping.
*Criticizing past management in front of associates yet not willing to listen to advice from preexisting associates about what worked and what didn't in the past.
*Audibly questioning if call-outs were actually sick or if they were just 'faking it'
