Old Navy Reviews

Pros

there is no reason to be in this job.

Cons

i am not geting paid what i am worth for the work that i do.

Pros

Great benefits and generous paid time off.

Cons

Profits over people. Do not be fooled by people-first initiatives and benefits package. Despite solid sales growth, they choose to demote and eliminate leadership positions across the nation. Severely understaffed in many locations for both managers and associates, but refuse to negotiate their mediocre pay rates, because "while other brands may pay better, Old Navy's culture is better" Beyond micromanaging - Endless communications and last minute deadlines. Photos and surveys due constantly to verify you've completed a task. Constantly adding hours and hours of conference calls and micromanaging touch bases throughout the week, and not understanding why you can't effectively run your store. As a GM, you do not decide the pay increases for the individuals on your team. You still write their performance reviews, and someone who doesn't even read it will decide your teams annual raises. Under performers often receive higher increases than top performers. Upper leadership will take advantage of your desire to grow and develop by offering you endless stretch assignments and "expert" roles. The majority of these lead to nowhere, and only offer to take workload off of their plates while piling it onto yours. Customers are abusive. Generous PTO, but good luck actually using it. This job will destroy your mental health and get you nowhere.

Pros

Benefits and team at the store level support each other.

Cons

No payroll hours, Company expects you to run a store with bare minimum hours even if your up on the year. Upper field does not like when you give honest feedback. You bonus on 4 different categories including Omni, which their IPods are always glitching and the inventory system does not match. Example; receive a pick up order that day. The employee checks the entire store and it’s not there. Employee then checks on hand inventory and the store never had it to begin with. How should this be included in the bonus structure if there’s a flaw in the system and it has been brought to store supports attention several times. Logistics UPH has gone up drastically. I have a very fast team but the company changing their SOP’s to save money .... to me that’s not looking out for their people but themselves. They treat their people like robots and that’s why turnover is high because people are mentally drained. They assign you extra responsibilities and call it heat experiences but there’s no compensation that goes with it. You can say no but they will not like your answer and retaliation goes along with it.