Family Dollar Stores
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Family Dollar Stores Photos
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Family Dollar Stores full-time (less than an year)Pros
... Hmm, thats a GREAT question. I guess the opportunity for advancement is great. You will always have an ASM or a CSR who is looking to advance. In their defense, they will always do as they are being ask to do...Cons
... Only to stab you in the back at their first opportunity. Photos, videos, and recorded conversations are a norm in the stores, so as a manager, make sure you require phones to be inside of purses, tucked away in the stores designated breakroom lockers.
Secondly, Family Dollar and its Loss Prevention team make a dangerous couple. LP believes they are only stolen from by employees and managers. The Corporate side is sweeping every robbery sustained in 2013-14 under the rug, while they place their cameras everywhere YOU are. Be careful of any financial mistakes, the company prosecutes every employee and black lists them as a thief. Mistakes could be as simple as a fifteen year veteran innocently forgetting to pay for a drink on two occassions following a couple of stressful days. You're NEVER safe in the company, your committment to the company should last as long it takes ink to dry - 30 seconds, thats all theirs lasts for you.
Thirdly, be prepared to work. Long, hard, pain staking days. Family Dollar requires it Managers to work six days a week. Its a 52 week schedule, with you doing 90% of the work. If I were to survey all the store Managers, only 10% work a fifty-two hour schedule, the majority of people work 70 or more on a consistent basis.
And finally, remember this: Retail companies admire the work ethic of Family Dollar SM's. They pay us better, they train us better, and they support us better. Put your time in at Family Dollar, and you will be treated like royalty by future employers. Keep that in mind.Advice to ManagementAdvice
Invest in your stores. Update them all.
Build a better training program. You'd be better off employing a floating trainer and assigning new mánagers to train at the store they are taking over. It would help you create a cohesive training program, while allowing new managers to establish their position in their respective store, with their respective employees.
It makes no sense for a CR-3 to train a.CR-5, the layouts, the merchandise, the clientele, all very different.
Target does it, Wal-Mart does it, 7-11 Corporate, as well as many others.No opinion of CEO