Old Navy Jobs in Loveland, CO

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Old Navy Reviews

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Old Navy President & CEO Gap, Inc. Glenn K. Murphy
Glenn K. Murphy
571 Ratings
  • Helpful (1)

    Never again.

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Sales Associate in Loveland, CO
    Current Employee - Sales Associate in Loveland, CO
    Doesn't Recommend
    Disapproves of CEO


    They are usually flexible with time off requests, but god forbid you need to request off a Saturday or Sunday.


    They say they will work with your school schedule if you turn it in at a reasonable time, yet I was scheduled at least three times a week during hours that I had class. Having people cover your shifts is a joke because you get looked down upon for it. Selling Old Navy Cards to people is just part of the retail game, but at Old Navy if you don't sell at least one a month, you get written up, and after a few months you can be terminated... Even if you work as part of their shipment crew, starting at 6am and ending at 10am, meaning you are lucky to see one customer a week and are expected to sell them a card... Not realistic. Recently, as per their jump towards social media, all employees are hounded to force customers to try and 'like' the store on Facebook, and to use their personal social networking accounts to coerce their friends into doing the same, which is absolutely absurd. Also, I was hired on as a regular employee not a seasonal employee and promised 20-25 hours a week, which was consistent until after holidays, where I was lucky to come out with 10-15 hours a week. Thanks for paying me gas money to get back and forth. Further, the management chain is an absolute joke. I have seven different 'managers' who frankly, get less and less intelligent as you go up the chain.

    Advice to Management

    Pay more attention to the way your employees react to some of the ridiculous decisions you make. Perhaps that will help you promote a workplace that doesn't revolve around high-school drama, that is often started by some of your 'management' staff. Secondly, treat your employees not by a generalization of the type of people you usually hire, but by their own individual skill sets and personalities. Treating someone who has a bachelors degree in Economics, as if they were a five year old needing direction to finish the simplest of tasks, is not the most efficient way of communication nor task assignment. Thirdly, if you're going to put someone in a leadership position, it's probably a good idea to make sure they know what it is they are meant to be doing, instead of showing up every morning and trying to pass blame on one of the other seven 'managers' for not doing their part to make sure you didn't have to actually apply yourself to your job.

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