Transparency: corporate expects managers to be transparent about everything but they are not transparent when it comes to web sales, company direction and removal of products. If you don't tell the managers why or when the product is removed to customers it makes teams look clueless and unprofessional.
Bonus: unrealistic expectations when traffic is down in centers over 30-40% but still expected to pull numbers from last year and more to make bonus. Web sales supposedly count for bonus but wouldn't know because haven't seen a web report in over 1 year. How can you win the game if you don't know the score.
Pay and Hiring: the same pay rate has been in place for over 5 years with no change. You want a certain level of service but you won't pay what the rate that is needed for that level of expertise and service. This goes for all part time and full time positions. It takes too long in the interview process could take 3-4 weeks with coordinating with multiple people to process a part time position and then they have to clear a background check. This all together can take a month or more depending on how fast district manager has time to interview. They want employees to be best of the best but they pay for mediocrity at best. If you want top talent pay them don't use bonus as the incentive to get them on because really when was the last time a store bonus every month for a year
Upper Management: managers in district and regional levels rarely communicate to store manager level when management has reached out to them numerous times. They are spread to thin to deal with the volume of stores in their districts and regions. When you do reach out to upper management it could be a week or more when you have sent multiple emails and voicemails till someone gets back with you. They have a total lack of disregard on their time but when you are off they expect you to be working, but not of their time off.
