sales consultant

sales representative

store manager

sales professional

sales associate

The Good Feet Store

I was hired in late 2017 by the owner, a smart and kind person. The concept of arch support sales was something I never thought of yet once I was introduced to the Richmond office and saw firsthand the process I was hooked. Through training I was ready for the new store opening in Newport News, VA. 
  The store is kept immaculately clean and kept up, you have a sales team of about 3-4 people and it takes time to get into sink with different personalities under a micro-managed atmosphere, but you soon feel like family.  My manager at the early time was Jackie Beasley, she's smart, strong and extremely knowledgeable! She made my time there worth it!  
  I was great at presenting the Good Feet arch supports, I sold 1-2 sets per day, often 3 sets! I'm convinced they work because of the pain relief all of my customers experienced long after they made their first purchase (I still wear them myself today). Meeting people and helping them feel better was a great part of my work.
   Why didn't I stay longer and therefore give higher ratings? Great question!
 At the beginning of 2018 the owner brought in a V.P. and moved Ms. Beasley to another position and filled her management position with another person. This new Manager was careless in dealing with employees, cold and rude with an air of daring you to challenge her. Over time she had disrespected me, by bullying me in front of my co-workers and one time in front of the V.P. himself during a meeting on March 6th, 2018. I challenged her back, firmly, yet respectfully. Exactly one month later, as I finished selling my second package of the day, the Manager pulled me to the back room and fired me. I asked why, of course, she said she wasn't required to say. I pressed her by stating, "that's not a fair answer, I'd like to know what you say I've done terribly wrong to be fired."  She stated, "you locked the store doors minutes before 7 p.m." ( I never did ), then she said, " and someone came into the store and you  immediately lead them out without trying to sell them."  First, guests are my income therefore it's something I wouldn't do without listening to them. There ARE reasons for people just walking in for a minute and then leaving.
Main point?  If these moments can be proven to happen, a good Manager sits with the sales person privately (or to re-enforce in a group) to correct and then may put a warning into their file. None of this was done with me, therefore another reason I can say, in the end, I did nothing wrong performance-wise to be fired.
   Therefore, I believe I was fired because of standing up to a bullying Manager. But take heart people, this Manager was fired only a few months later! Go figure.  
  I know, if it wasn't for her I'd love still being there, that's for sure! 
  Because of this, I will NOW give this company a 4 star rating. I have recommended and sent a handful of people to The Good Feet Store, one Financial broker friend of mine went just last week!  
Considering working here?  I say yes, do it! Good luck!

I have been a retail manager for over a decade. I worked for this company for 1.5 years. I'd say the first year was pretty fun, I loved what I did. Sales expectations were doable despite being in a new location. At the end of the day it is a sales job. However...., starting around November 2023 I noticed a change in the company dynamics. Things became more greedy, it wasn't so much about the customer as it became about making the sale every time. Once more, I understand that it is a sales job, but the product has always sold itself. They ask you to have empathy and listen to the customer and work with what you can, while also threatening your job every time a single KPI dips down. How can I focus on my job and having empathy for a customer when high key, my job is relying on their purchase? This company wasn't always like this. I actually did quite well until my job was threatened with a PIP. They gave almost everyone in the company a PIP withought any prior warnings. What kind of company does that?! Who ever solicited to do that is going to be the downfall of the company. I believe it is the current Corporate Director of Operations that is trigger happy. The amount of terminations and turn over that has happened this year alone is grotesque.  I promice more to come with her management style. Unless closing stores is the goal withought having to pay severance.  In that case cudos on being sneaky to ensure a clean sweep. The district Managers are amazing people! They have some of the best souls. Unfortunately,  even they have to do things that are ... shall I say unethical if their boss tells them they have to as well. I have worked Management long enough to see when a job is toxic. That's when I knew I had to leave. I loved everyone I worked with. I had a lot of fun with my teams until the company expected the same results from each person. My only advise to the company is that you cannot make a fish climb a tree as much as you can make a penguin soar in the sky. Not every person can be trained the same, and threats don't motivate the majority. What works for one does not work for all. Stop trying to fire and hire new. Learn how to work with the talent you have. Stop giving up on everyone and you will have a happier and healthier work environment. Everyone has a strength, not all are the same. To expect total uniformity is an unobtainable dream. I genuinely hope this company changes as the product has helped so many. 

This is one of the most rewarding jobs I've ever had.

Your customer base is made up of people who need you. They are in pain. We are trained to fit each customer and teach them that they don't need to be living in pain anymore. We teach them how our product is beneficial to them in literally every activity you can do in life. They are truly grateful for your time. I've had customers cry once putting on our supports. It's an amazing feeling when you realize that you just changed a person's life.

Management is incredibly helpful. They really listen to their employees. If you're struggling, they work with you to identify and solve problems in a positive and effective way. And if you're doing well, they never fail to recognize it. If you're a go-getter, your initiative and proactivity will not be overlooked.

When I was employed, I took a personality quiz. I thought it was strange at first but I realized it's because they want to know how to work with each person they hire. What each person brings to the table. How they learn best. What they excel at. What they struggle with. You're not just a number to them, unlike most sales positions. They like giving you your days off in a row so that you get a really good period of time to unwind, returning to work refreshed and ready to go.

The commission on top of spiffs on top of bonuses provide plenty of motivation. And if not, you can always start some friendly competition with your coworkers. Each and every single one of them have been outgoing and easy to get along with. Worried about sales sharks like most sales positions? No worries here at Good Feet. There's a very well implemented system so that each associate gets a fair amount of customers.

You also score a pretty hefty employee discount. I've decked out friends and family in our arch supports and shoes and they all feel the difference.

It's an overall wonderful position. I feel great when I get home at the end of the day, for two reasons. One: you're in fabulous arch supports that have you feeling nowhere near as fatigued as before you got them. And two: you leave work at work, you can enjoy your personal life, they care that you do.

When I first started at Good Feet, I saw it as a “good enough for now” position—something to pay the bills while I figured out my next steps. But as I grew into the role, I realized it’s actually a hidden gem for a lifelong salesperson. The structure is simple: if you know how to build rapport, follow the process, and focus on the KPIs the company emphasizes, success comes naturally. It’s a commission-based role, but hitting numbers isn’t overly complicated if you stay consistent.

Beyond the sales aspect, the job is also rewarding on a deeper level. Helping customers find relief from foot pain and improve their quality of life adds meaning to the work. The structured sales process provides a solid foundation, and for those who enjoy consultative selling, it’s an environment where you can thrive.

That said, like any sales job, there are challenges. The high expectations can be stressful, and staffing levels sometimes make it harder to maximize sales opportunities. Scheduling inconsistencies can also create unnecessary hurdles for employees. But overall, Good Feet is a great opportunity for strong salespeople who want a meaningful product to sell and a commission structure that rewards performance. With a few improvements, it could be an even better place to work.

The job itself isn't inherently difficult, it is basically just like any other sales job. It's a one-on-one setting with the customer and you'll typically spend around an hour doing product demos. You work with a small team (typically 3-5 people per store), the hours are totally reasonable, and you have some control over the AC and music.

Owners and management do watch and listen often through the cameras, leaving me feeling micromanaged and uneasy. It's also not posted anywhere in the building that audio and video are recorded, which you would think is something we want/need to disclose ESPECIALLY because customer will often divulge medical information for us to better understand their concerns/needs.

Your job will be on the line if you get too many looky-loos without doing a product demonstration, but people obviously don't know that and will wander into a store out of curiosity or to kill time. The average wanderer doesn't know what this company offers and will often think we sell shoes; once they realize we're not a shoe store, it's required of us to do everything in our power to convince them to let us show them what we offer. And if the customer's not interested and they walk out, you'll get the "what could we have done differently" speech every time.

The commission structure is better than it was before, you'll make money regardless of the ticket size. The pay period is more unpredictable now, you can go upwards of 20 days at time before you get your check. There's a significant amount of turnover, where entire stores will be terminated in a day with no replacements lined up. You will feel at times like you're set up for failure with the goals they have in place.

I want to like working here, but the constant fear of being let go is always looming. I've worked in many retail settings for over a decade and this is the first time I've ever been made to feel like this.

I had high expectations for this job when I started.  The idea of being able to coach others to succeed was highly desirable.  The pay was good for a retail job and after being able to have a demonstration of what you needed to do, I was very happy to accept the job.  Later while training, I was never given clear expectations of what the company wanted.  You are expected to drink the Kool-Aid and sell the supports that averaged $1500.  I loved the supports because they really helped me but caused other unusual body pains.  You have to purchase them and wear them, but many people did not.

You were measured only on how much you could sale and made to feel like a failure if you were not able to talk each customer into purchasing and reaching unrealistic store goals.  If you did not sale them, you failed to provide the value.    You had to follow the demonstration and if they did not purchase it was YOU who were the problem.  The first BIG RED FLAG for me, was that everyone was fairly new working with the company.  I was told that it was due to Covid, but later learned that was not the truth.  If you did not kiss up to management, then you were potentially not a good fit.  I later learned that people were quickly let go, due to not meeting high pressure sales numbers.

Managers and store staff are replaced frequently, and it causes a lot of stress amongst the staff, which in turn causes people to be dishonest.  In my experience, as much as I tried to follow their method of coaching, it was ineffective, and I had people lie on me in order to preserve their own jobs.  In the end, I focused on doing the best I could to help the customers and focus on revenue building to be told after a few months that I was being let go due to being an ineffective leader.  It is a toxic environment, with leadership that cares nothing about staff or the development of its development.  I will miss the customers but realize that I will never go back into a retail establishment likes this that does not value its employees.


I went into this company with a spring in my step and a renewed sense of self worth after finally getting out of the soul-crushing job I had held for the previous 6 years.  Good Feet promised me a lot:
-A great starting salary
-Full benefits after 60 days
-Comprehensive training and support to successfully run my team and store
-A fully staffed location to run with a fully trained team of employees 

In the end the only benefit to being here was the salary.  I was trained in the sales pitch and demonstration for the first 2-3 weeks.  My actual management and operations training was rushed and left incomplete.  I had little to no support or feedback from my district manager, was placed in a store with a history of issues, and given a team that was relatively new to the company, and struggling.  

Apparently I was expected to completely turn everything around in a month and a half . . . 
Owners and upper management don't seem to get it and expect miracles --how is a location supposed to magically reach a sales goal that is 40% more than what they sold in a given time frame the year before?  How is one person supposed to magically change a toxic store culture overnight?  How is someone supposed to succeed in areas where they weren't given the proper training?

I drank the Kool-Aid about this company when I was hired on, and ignored the warnings I heard about how new-hires were treated.  If you were brought on back-in-the-day, you can do no wrong and they will bend over backwards for you --including when that person does something unethical or potentially illegal.  If you come in new, expecting the time and support to effect real change, forget it.  The company comes off as a clique that can't stop congratulating itself and its senior members, while pushing new additions through the meat grinder with no patience or effort to actually make real change.    

The biggest problem is that the owners and upper management will still continue to make a ton of money off of their over-priced products regardless of how middle management and retail employees are treated.

Management can do no wrong. I had a manager completely blow up on me because of a binder. However, I was the one sent home. I took all the responsibility for that interaction although the manager apologized months later. They hired a new manager who would lie to us every single day (LITERALLY). When I asked for a meeting to address this manager's behavior before I could even express what was going on, they brought up an issue that this manager gave me the "okay" to do although before it had been done. When I told the manager I would fix this. He insisted that I leave it alone and that it was fine. This was for him to get leverage on me before the meeting with the "higher-ups" about his managing tactics. He again lied that he never told me it was okay and not to fix it.  Although, there was an employee at the store that could have vouched that he did tell me it was okay. They let me go because I challenged that their "integrity" is not as integral as they claim. When they extensively question me about something I clearly admitted to and explained I had every intention to fix. However, the individual who gave me the okay is now lying saying that he did not give me the okay nor did I tell him I would fix it. When two employees could vouch that I did. The meeting was for me to tell them about this manager's dealings with females and a whole list of other things however fortunately for them they made sure I did not get to that information and let me go because the "higer-ups" were offended by the fact that I felt that it was now a question of his integrity if he wasn't willing to get down to the bottom of what actually happened and whether this manager was telling the truth or not. Which he wasn't and further investigating would have concluded that but they weren't willing to do that. They were willing to take his word and make it seem as if I had deceitful intent. They protect the managers at all costs. Even when they are 100% wrong. But they expect you to uphold the standards they themselves couldn't reach with a 10-foot pole.

The Total Body Wellness (TBW) arch supports promise comfort and improved posture, and they may deliver results for some. However, potential employees and customers should carefully weigh their options before committing to this brand.

While the structured sales process and employee training are positives, the pricing for the TBW system is undeniably high compared to alternatives on the market. Customers are encouraged to undergo detailed demonstrations, which can feel more like a sales tactic than a genuine effort to address their specific needs.

The workplace culture emphasizes enthusiasm and conformity, with activities like mandatory “Power Moves” to boost energy and morale. These practices might be engaging for some, but others could find them excessive or unnecessary. Adapting to this culture is often expected, and non-participation will cause you to be a target.

Employees are trained to strictly follow sales protocols, with little flexibility to adapt to individual client situations. This can lead to a work environment that feels less about genuinely helping clients and more about following rigid processes to meet company goals.

For employees, the pay can be competitive, but the high-pressure environment and cultural expectations may be off-putting for those who value autonomy or a less sales-driven focus. High turnover within the company suggests that this role isn’t for everyone and that most people lack the experience to actually help you.

Ultimately, while the TBW system may work for some customers, its high cost and the rigid, high-pressure culture will leave clients and employees questioning whether the experience aligns with their values or needs. It’s worth considering all alternatives before making a decision, whether as a client or an employee.

All employees are specifically told that when a customer comes into the store to do an exchange, we put those exchanged / worn arch supports into a filing system; when a new client comes in because they are unhappy with their arch support fitment in some way, we are specifically told to exchange their $1297- worth of arch supports for a USED PAIR from the same filing cabinet, which we are then NOT allowed to disclose to the client. This is incredibly deceptive and wrong on multiple levels. The 'Sales Trainer', the one who trains all new salespersons ('Fitters') has never actually worked as a commission salesperson. They are, however, experts in the training manual. When the 'Sales Trainer' and Regional Manager' come to stores to evaluate the personel, they do this by walking around the store with their arms crossed, staring intently at each client / fitter interaction. Not professional, very off-putting to both the client and employee. If you are not meeting your quota, you are puled off of the floor to watch more videos and read more training materials; this has a direct negative impact on your income, because the bonus structure relies on what you sell, and the quota for a given month is not adjusted to account for being pulled off of the sales floor. This also has a cascading negative impact on your store team, because now everyone is worried about their own job security. Fitters are NOT to be referred to as salespeople, rather they are 'Fitters'. Employees are not allowed to ask questions during training, but instead are supposed to reply with 'Ok', no questions are permitted. The entire company has a massive disconnect between the heavy upper management team and the people who actually run the stores. 

Top Job Titles	Average Salary
Sales consultant 361 salaries reported	$68,643 per year
Sales representative 56 salaries reported	$61,156 per year
Store manager 94 salaries reported	$77,392 per year
Sales professional 48 salaries reported	$26.29 per hour
Sales associate 83 salaries reported	$82,355 per year

Working at The Good Feet Store: Company Overview and Reviews

The Good Feet Store

The Good Feet Store Ratings

Popular jobs at The Good Feet Store

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected