Store leadership culture and upper management support were deeply disappointing. In my experience, there was significant pressure placed on management teams with limited operational support, unrealistic expectations, and frequent turnover in leadership positions.
After the Store Manager resigned unexpectedly, I was expected to cover responsibilities for two leadership roles without additional compensation, staffing support, or formal acknowledgment. Expectations continued to increase despite the lack of structural support, creating an unsustainable workload and contributing to ongoing burnout within leadership positions.
Additionally, as an employee with documented health conditions, I did not feel adequately supported or accommodated despite clearly communicating my needs. The environment often felt inflexible and dismissive toward medical concerns, which created unnecessary stress and made long-term success in the role difficult.
There also appeared to be a broader retention issue within leadership, as management positions were repeatedly reposted after short tenures. Morale suffered from inconsistent communication, burnout, and a lack of sustainable support for store teams.
