- Upper management has little to no retail experience, therefore omitting Human Resources, Loss Prevention, Finance/Banking/Payroll departments like other retailers have in place to protect, retain and enhance employee safety
- Training is not in-depth or standardized; all training documents give you a quick overview, and it is left to individual leaders to train you, or self learning. People learn in multiple ways and training is not just a fundamental when beginning your career with a company, its also something that should be so in-depth that it can be used as a reference tool as time passes. Also, training programs in general are a great equalizer - so all stores will have equal access and opportunity to create a standardized workforce that operates as one unit for the customer.
- Turnover in district was monumental; district management operates in chaos, preserves their job title by creating prior non-existing issues and using gossip, favors and unprofessionalism to create friction between teams and within individual stores. Drama that they then continue to "solve" and play hero for the upper leadership team.
- No HR support so stores do not have a safe place to air grievances without them being repeated and used against them, producing very defensive employees.
- Minimal payroll support, store employees in multiple stores were paid incorrectly for an extended length of time
- Stores have limited connection the online website and can not help current members, process their returns or assist them what so ever - damaging sales opportunities and upsetting members who are SO excited to see brick & mortar stores
