Dillard's Reviews

Annual raises for salaried employees are minimal, often only 100–500 dollars per year, regardless of performance or inflation. Salaried roles are consistently compensated below industry standards for comparable positions. Management routinely solicits employee input and feedback, then consistently ignores it, making requests for opinions feel performative rather than genuine. Excessive favoritism is openly displayed, accompanied by constant gossip, drama, and office politics that undermine professionalism and team cohesion. Leadership culture normalizes poor treatment by implying that if everyone is miserable together, the situation is acceptable. The company shows little concern for employee health and safety, pressuring staff to work in unsafe conditions because “it was done before.” Employees who raise workplace health concerns or request alternate work arrangements for health reasons are consistently penalized rather than supported, effectively forcing them to choose between their health and their job. The building was shot at, and management waited several hours to inform employees and refused to let anyone go home, demonstrating a disregard for basic safety and crisis response expectations. Any non-vacation time off, including sick time, medical appointments, and other approved leave, can be held against employees and negatively affect promotions, raises, and recognition. Promotions and raises are often denied based on incomplete or misleading assessments of performance, while significant individual contributions and permanent fixes to long-standing issues go unrecognized. External or third-party training and professional development are not supported and, in some cases, are actively discouraged. Execs are only concerned about profits and never employee well being, morale, or happiness.

Micromanagement was a major issue in my team. During my first year, I experienced frequent disrespectful behavior from management, including being spoken to in an unprofessional way in front of other employees. There was also a strong blame culture: when work went well, supervisors and managers took credit, but when mistakes happened, the focus was mainly on blaming the employee rather than providing support or guidance. In my experience, my manager often seemed more focused on protecting his own position than recognizing or supporting employee growth. I also felt that my skills, contributions, and work were often undervalued or minimized in front of others, instead of being fairly acknowledged. The work environment felt unnecessarily stressful and overly controlled. For example, even being one minute late returning from lunch was treated as an issue, which reflects the level of micromanagement I experienced. Compensation discussions were also disappointing. When I asked for a salary raise, the response was not based on my skills, performance, or the value I brought to the company. Instead, I was told that my manager made less money when he was my age, which felt irrelevant and unprofessional. The annual review process also felt unfair and poorly handled. In my first year, I received an unsatisfactory rating for one evaluation item simply because I had not yet had the opportunity to reach the stage described in that question, so my supervisor could not properly evaluate me. Instead of marking it as not applicable or providing fair context, it was treated negatively. Many assigned tasks were not meaningful for professional growth and did not help me develop new skills. I was also asked for reports almost every day, sometimes more than once per day, which added to the pressure and made the environment feel even more controlled. The benefits package was weak compared with many other companies. Paid time off was limited, with only 10 vacation days, and many holidays were regular workdays. Another major concern was the lack of a strong HR presence, which made it difficult to raise workplace concerns properly. Overall, I would not recommend this company if you have other job offers or better career options available.