Low paying job, few hours unless it's during holidays. NOT a job for paying rent!
I seen a hiring event on indeed in September 2019. I submitted my resume, cover letter and had an interview all on the same day. To my surprise, I was hired. I waited for 2 weeks and didn't hear back from them. They were supposed to be reviewing my background check within a couple days, so I called and they told me they forgot to push my application through. Around a month later, I was called in for onboarding. I was placed in a room full of computers and sat next to another associate who was also completing onboarding. I was told by the HR manager that these tasks on the computer had to be completed before starting work on the sales floor. Little direction was provided by management or the HR manager. They left and the lady working on onboarding next to me had to ask for instructions on what link to click next. It consisted of pages full of various links that would make you watch a video, then give you a quiz. You had to score at least a 90 in order to pass. At my previous job, we had to print our passing score but I wasn't told whether to print or not. Everything was mostly left to our own interpretation, and, as I would later find out, so was the job.
I spent several hours on the onboarding and the computer began malfunctioning. I was also supposed to be paid for the training, which I wasn't. After asking the manager if I could come back another day, they agreed. I ended up going home to complete the remaining onboarding tasks (which I wasn't paid for). Around a week l
ProsCube lockers for purses and valuables, free food/drinks in break room, employee discounts.
ConsPart time only gets 5-20 hrs/week, no room for advancement, low pay, favoritism
Where do I start? I love how you're on, "Pay for performance." If you meet sales and credit goals, you'll surely get a raise! I even love how they put the carrot in front on you every month, on your stats reports. Managers will say, "you're right on track to making more money." You may get a $1, if that, and won't really go up from there! It's ridiculous how the managers uptalk the sales positions. "It's such a great career, with benefits, and awesome oppritunities for advancemet!" Yea, they expect you to advance the level of work, and pay you just a bit above minimum wage! Also, if you don't get enough people to sign up for the Belk Rewards Card, your hours will get cut! Can't afford to take less than the 25 hours per week they offer! And, the credit card is such a great card to have, at nearly 25% interest! Yes, that means you're paying $25 back, for every $100 you spend. And the rewards dollars, for every 400 points= $400 you spend/earn, you get a $10 reward!!! So, when you charge $400, with $100 dollars interest tied to it. In reality for every $500 spent, you get 1/50 th of that back! In my experience, they spot who the hard workers are, and they exploit them! Seriously, I found a much better job, and they still wanted me to stay. Heck, I was only making 5 cents more than I started! And, that was after working there for 2 years! They didn't want me to leave, cause they were getting excellent work, for cheap labor! This company is as cheap as the brands they sell! Red Cam
Prosoverall positive work environment! depends on management.
Conshigh demands, for horrible pay! lack of hours to work!
The review and issues with Belk's Information Technology group will be limited to the span of control of the information security function as it existing upon my departure.
The organization is struggling to find its stride. There has been a tremendous amount of churn in personnel, many of which have been in demotions and the managing out of people. From the security perspective, if I had to characterize the culture and commitment to data protection, I would describe it as a peacock mimicking the ostrich. There is reason to believe that input is valued based on the inital, thinly-veiled "ra-ra"; however, the reality of the situation is that the organization will only do what they have to do to be compliant, and will dismiss or delay any cultural efforts to really be secure. Therefore, very specific (and the obvious) members of management will take a "head in the sand" approach until the situation can no longer be ignored.
From the technology portfolio perspective, there appears to be significant skullduggery going on between service providers. The lines of delineation are blurred between support functions. While one supplier holds to the letter of the law with their Master Service Agreement, the other is getting bled to death by providing services that are not clearly defined, articulated, yet are expected. This is resulting in low job morale and frustration.
There are a number of good people at the individual contributor level in the organization; however, many of them are
Prospolite individual contributors and pockets of very intelligent people.
Consa lack of commitment to its customers, facilitated by management philosophy
Horrible Place to Work like Most All Its Company Reviews Tell
I was hired for seasonal work in September and told I would work six hours a day two days a week to help unload the truck as part of the operations team and would have opportunities to help with stock and fulfillment for more hours. Was also told if I didn't like the operations team I could switch to the stock team. Benefits was employee discount and the ability to put items on hold for two days only the next day it would already be removed from hold by store security even though they saw the date and the employee on the hold tag.
For the entire holiday season I stuck it out with the operations team.
Coworkers were very petty and very competitive and cut-throat. From my second day on the truck/unload team the older women who had been there for years and should of been old enough to have sense enough to act right were acting as if I should know what category every shipping label number fell into as we categorized the stock while unloading. They would insult me by flat out calling me stupid as well as curse words when I made a mistake and when I spoke up telling them they shouldn't talk to me that way. They were always telling me to do something their way as if my way was wrong and even accused me for their mistakes and attacked me for other's mistakes. They acted like it was wrong for me to tell them it was wrong for them to treat me that way and attacked me with curse words. They also would demand I do random tasks. The operations team lead when addressed on it claimed she
Challenging but reliable employment in the exciting world of retail
What can I say? I work here now, have worked here or in a previous version of the store (under a different company's name) for over a decade. There is a lot to like about the job; flexible hours, I have earned multiple weeks paid vacation a year, I have gotten raises, I do enjoy getting off days on weekdays in order to accomplish errands and visit the doctor and dentist. I have had the pleasure of working with many great managers and coworkers over the years, some of whom have become lifelong friends. I have even gotten to know some customers on a first name basis, something perhaps unusual in a "big box" type of retail establishment. The work is often interesting and can be full of surprises.
I won't lie about the hardest parts of the job. I do have to work nights, weekends, and holidays. Sometimes I actually enjoy that...more opportunities to accomplish weekday errands for instance, or in nice weather go hiking during the morning and then go to work in the afternoon. Other times...yes, I don't think it is any secret that I want the occasional Saturday off or would rather not work on Thanksgiving.
The other hard part about the job is the continuing evolution of a retail sales and sales support job; companies and their employees continually have to do more and more with less and less. My job requirements have grown tremendously since I first hired on. Sure, my salary has grown too, but there are times the amount of extra work is a bit challenging, given overall lower
ProsMultiple weeks paid vacation, flexible hours, sometimes free meals, fairly regular raises, open door management policy
ConsWorking nights, holidays, and weekends, no set schedules, lots of variance in schedules, difficult at times to make plans ahead of time outside of work
Out of touch upper management, stressful sales floor
The retail aspects of the job are simple; nothing new there. However many of Belk's policies and tactics are out of touch to what most people experience on the sales floor.
The quotas for email and phone number capture, credit card applications, and item orders are a bit ridiculous. There seem to be a few people doing extremely well while the majority of the store struggles with it. Sales goals were mostly reasonable. Even though I was hired to manage a specific cosmetics line, I and other beauty associates were often called to clean other areas of the store, leaving our areas unattended and not making sales. They did not offer "non-productive" hours for this time, insisting that you could make up the sales later. (The reason for sending us elsewhere is because the majority of the store is severely understaffed, sometimes with only one or two people working a closing shift in the entire huge ladies' clothing section.)
The myriad coupons and store deals and events for which they ask you to call, text, or email clients is far, far too many. Customers will complain to you about it, and you'll still have to reach out to them in two weeks about the next thing. It's tiresome.
As a counter manager for one of the smaller cosmetic brands, I didn't feel supported very often. I was quite excited at first as this was my first role as a CM, but once ideas started getting shot down and after spending my own money on decorations for a couple of weekend features, that excitement fad
Interesting store-Lots of coupons weekly-Focus on Credit Card apps
Must produce sales even when given schedules with no traffic in store-75% of customers already have credit card with Belks, so getting one to apply is HARD work! As a FT associate you are expected to get 5 apps a week-hard to do unless you are in Mens Wear! Sales goals are given ONCE and you are expected to remember THAT and keep up with that, no matter how unrealistic. People are constantly being hired for PT and seasonal, but rarely do their share or care if they skip a day, a week, or are late, since they are not invested in staying! Listened to SM give a shoe boy (stocks boxes and empties boots of paper stuffing) an hour and half of all the details of Belks and their CHARM system, getting brownie points and so on, while leaving the sales staff in the dark and untrained. Store does not give BREAKS AT ALL, since there is no law stating they must, you get NOTHING-You get a lunch/dinner break (unpaid) and that is it, no matter how long you work! Customers are upscale and expect good service, tend to come in for deep discounts and have been weaned on coupons, Belks Bucks, and Credit Cards. Fun atmosphere, pleasant work environment, lots of contests (credit cards-SPIFS-Belks.com-CHARM), pleasant co-workers, pay is low, its RETAIL, hard standing on feet ALL DAY! You will work all holidays except XMAS day, weekends, and go from closing to opening the next day-Hours are inconsistent, this is no nine to five! Pay and advancement is minimal even for qualified employees, but
ProsDeep discounts on products-Customers are more upscale than Walmart
ConsNO BREAKS ALLOWED, No help when needed, No days off when needed, Pay is minimal, Expectations are high and compensation is LOW LOW LOW, PTO is lost if not used by holidays
I said should because I have worked at another department store and I loved my time there. Belk started out great - I was thrilled to get a job in walking distance to my home and so happy they offered me full-time work. I was hired the day of my interview which is always a great mood-booster. At the time, I needed an easy, flexible job and was almost happy to be back in a department store because of my pleasant experience at another store. I'd say the first 6 months were great - I enjoyed the variety of work and my employer respected my availability.
But things fell apart soon after. I can honestly say when I was hired, we had plenty of co-workers and it was no problem finding coverage on floor or for an unwanted shift. I guess budget cuts kicked in (as they always do at some point in a job) because soon we were short staffed. I remember certain shifts I would have no help on floor and wind up overwhelmed, just hoping someone would float by and give me the chance for a bathroom break. Near the end of my time there, I wound up calling in sick several days just because the prospect of being alone on the floor all day, unsure if my lunch break would come at a decent time, was too overwhelming. One of the perks of working in a department store is the flexibility of tasks: sometimes you are at the cash register, sometimes you are out helping people, sometimes you are cleaning up the floor (and this is important to give you a break from the busyness of the register).
Prosplenty of hours, decent pay, good benefits, fun coworkers
Conshorrible management, no chance for advancement, time-off requests ignored, too little floor coverage
I love my job. But not working on Thanksgiving Day. Ugh
As with any big name retailer, there are expectations.
It isn't a desk-job, so working the hours that are busiest is expected: full-time employees work on average 2 nights each week (1 of those being Fri or Sat) and every other Sunday off. Availability to work most holidays is required...and in most recent years that includes working Thanksgiving Day (store opens at 4pm so sales staff are scheduled to arrive at 3:30pm).
Other expectations and metrics that employees are expected to meet are:
* 1 Belk credit card application for every 18 hours worked.
* phone number capture (most transactions request the customer's phone number at the end)
* email capture (in this digital age, email marketing has become increasingly important to grow future business)
* hourly sales goal (depends on your hourly pay rate, department and - if on commission - the agreed commission %)
* presales (promoting future events where customers are allowed to reserve their merchandise choices for an upcoming event without risk of their merchandise being sold)
Each of these expectations and metrics are easy to meet. It simply comes down to consistency, engaging the customer, and being an honest, knowledgeable, and genuine salesperson. If you are anti-debt/credit cards and have an issue promoting new Belk accounts, then you either need to overcome that or look elsewhere - because this is a *huge* focus.
The biggest challenges most employees face are opening Belk charge accounts and presales.
ProsCommission (some areas), flexible scheduling (school, other job, etc), ability for advancement
Enjoyable work environment but subpar compensation.
The Belk experience left me with mixed emotions.
Sales and customer services are more often than not enjoyable and the work day is even more enjoyable with an excellent team. Sadly, over time our team (that started off with nearly 200 associates) dwindled down to a meager 50 or so employees. Our excellent coverage store-wide and customer reviews plummeted severely. Unfortunately, even though corporate was responsible for lay-offs and hirings, store associates received the criticism for poor coverage. It's hard hearing about how bad floor coverage is from every costumer you encounter. Scornful looks and finger-wagging, and tantrums of overwhelming frustrations were the norm - and who could blame them?
With fewer associates, there were also fewer sales because naturally, one person cannot sell in multiple departments at once, or at least one would naturally assume that. Not so to the Belk company. Associates were required to cover departments as necessary. Cleaning fitting rooms became a near impossible feat to accomplish within one sales day. We were often forced to stay past closing as long as it took to complete the task when many of us had already spent most of our day cleaning the fitting rooms in our primary departments.
Most importantly, with all the staff cuts and added responsibility to remaining associates one would think that associates would receive pay adjustments as incentive to stay. Not so. Not only are you required to come to work as needed (no set s