Much work to be done - Anonymous employee Uniquities Employee Review

Learned more about high quality fashion brands, great leadership, and made great connections,

Long hours, some 10-hour workdays.

Some coworkers were genuinely supportive and kind.

Staff are actively pressured to use manipulative sales tactics — including being encouraged to gaslight customers into making purchases — rather than building genuine customer relationships. There is no real respect for customers or the quality of their experience. The employee discount is applied inconsistently at the Charlotte location, appearing to be used by management as a tool to compensate for underperforming sales numbers compared to other locations, rather than as a standard benefit. Compounding this, managers actively pressure employees to spend more than the managers themselves do — a tone-deaf and hypocritical dynamic that puts an unfair financial burden on staff. Store managers model poor leadership at every level — failing to cover for ill employees, pushing excessive responsibilities onto younger part-time staff, and showing little regard for either customer experience or product quality. There is no qualified HR in place. Employees have no legitimate avenue to raise concerns, report misconduct, or seek support — leaving them entirely vulnerable to the behaviors described here with no recourse whatsoever. Social standing is weaponized against employees regardless of age. Rather than managing fairly and professionally, leadership leverages perceived social hierarchies to undermine, sideline, and pressure employees — a deeply inappropriate and demoralizing tactic. The culture is rife with social climbing. Advancement has nothing to do with skill, work ethic, or professionalism — it is about who you align yourself with and how well you play the political game. Employees who do not drink the Kool-Aid and conform to the clique are quickly marginalized. This dynamic poisons the entire team environment. High turnover speaks for itself. When people are constantly leaving, that is not a coincidence — it is a direct reflection of the environment leadership has created. The owner is rarely present in the struggling stores that need guidance most, yet when she does engage with employees, she treats them as outlets for her frustration rather than as professionals deserving of basic respect. When a struggling store does receive attention from head office, it is handled through something resembling a drawing of straws — a telling sign of how little genuine investment leadership has in actually turning things around. Bullying is rampant at every level of the organization and goes unaddressed. The behavior stems from classless, insecure leadership and trickles down throughout the entire team. The district manager and store manager consistently avoid accountability and shift blame onto lower-level employees. The culture rewards favoritism, social climbing, and blind conformity over skill or genuine effort, creating a toxic, cult-like atmosphere.