Ross Stores

  www.rossstores.com
  www.rossstores.com
There are newer employer reviews for Ross Stores

 

Follows the Typical

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Management
Former Employee - Management

I worked at Ross Stores full-time

Pros

Work with a diverse group of people and customers depending on demographics.

Cons

Low wages, no drug testing, revolving door with mgmt/upper mgmt, no loyalty to quality.

Advice to ManagementAdvice

When growing a company. The company needs to maintain control from corporate to store level. If the company loses touch with this. Then the integrity of the company as a whole is effected. Maybe not in the short term but in the long term, the effects can be drastic!

Doesn't Recommend
No opinion of CEO

1010 Other Employee Reviews for Ross Stores (View Most Recent)

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  1. 7 people found this helpful  

    do not interview with Ross

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - District Manager
    Former Employee - District Manager

    I worked at Ross Stores full-time (more than 3 years)

    Pros

    growth and strong sales
    potential to be a great company if they fix human resource department and technology

    Cons

    Work/Life Balance:
    1. be wary of their initial talk in interviews. 60+ hours per week is a requirement.
    2. 6 day work weeks each month.

    Micro-managing: Ross micro-manages like no other company I've seen or heard of; complete lack of trust or value placed on DM position. Here are some examples:
     1. RVP must interview all SM candidates. This is two levels above the DM position.
     2. All DM visits must be entered into the system. DM visits are critiqued and tracked for level of frequency and content. DMs are questioned at length if less than two visits are delivered per month. Ross is looking for quantity of visits verses quality.
    3. DM's are required to enter DM monthly schedule in two different systems: microsoft outlook and an excel spreadsheet. All changes must be communicated.

    Human Resources: HR department with Ross is more of an over-paid admin job. Ross refuses to admit that their current HR structure is unproductive and ineffective. Leaders have said that the current structure makes the multi-store leaders "stronger". Here are some examples of how the moral fiber of Ross operates:
    1. Complaints delivered to Ross HR are not investigated.
    2. HR simply pushes all "alert line calls/emails" to district managers.
    3. HR does not recruit. Once again....what is HR doing if they push all complaints to dm's, very few store visits, and no recruiting.

    Development is not a focus:
    1. DM's are being forced to performance SM's that have been in position for less than 6 months. Ross has two modes: you're either performing or you're not. There is zero root causing into the why or how to resolve. Ross would rather hire new leaders than develop the ones they have. Ross has very limited development courses or classes. Their current retention rate at DM and SM level proves this fact. If you do interview with Ross ask why their retention is so high.
    2. Visits: Ross is very focused on a number. Each store is given a visit score. Ross leaders focus so much on the number that there is zero talk on how to change the number.
    3. As a DM Ross does not value what the DM has to say in reference to stores performance. RVP states whether or not someone will be on performance (doesn't matter if he only spent 20 minutes in a calendar year in one specific store).

    Archaic Systems:
    1. Stores do not have word, excel or individual email.
    2. Computer systems are extremely slow. Can take one store 30 minutes to log-in and print one report.
    3. DM's spend at least 3 hours per day sending "I approve templates", entering visits, pulling up reports. 2-3 hours per night on your laptop to stay current. Don't even think about joining this company if you are a single parent.
    4. Payroll department is a total mess. Can't tell you the number of times associates didn't receive pay checks.

    Zero Reality factor:
    1. all facility and cosmetic requests are entered into a system. Very few are actually resolved. Ross acts as if it's a "snap" to get cosmetic or facility issues resolved. You are even looked at side-ways, yet, every DM knows that it takes an act of congress to get something fixed or resolved.
    2. Current freight allocation is completely broken. Company doesn't prepare stores for upcoming receipts. Common practice for stores to receive 20-30% more freight with zero support. Business model breaks down at this point causing stores to pull all resources to the stockroom, which in return, causes the store condition and customer experience to fall apart.

    Hostile work environment: Ross talks about being "TRUE". Unfortunately, very few RVP's in this company know how to deliver TRUE.

    Bottom line: very messed up company. Not sure if the growth happened too fast for the top leaders and they haven't learned how to lead at a higher level or if this is just what Ross is. My suggestion would be to run from this company if they call you. Your experience, time and efforts will not be appreciated by Ross.

    Advice to ManagementAdvice

    Fix your archaic systems.
    Take a hard look at your HR department.
    Fix the payroll department
    Promote and hire people that are genuinely TRUE.

    Recommends
    Negative Outlook
    No opinion of CEO
  2.  

    Ross Stores

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Ross Stores full-time (more than 3 years)

    Pros

    Great growth as a company. Successful organization with solid processes in place. Company values quality of life based on management work schedules.

    Cons

    Overall, executive leadership is good. At some levels, leadership is micro-managing at times. This might just be based on the simple business model that Ross has.

    Advice to ManagementAdvice

    Ensure that all leaders follow TRUE behaviors

    Recommends
    Neutral Outlook
    Approves of CEO
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