There are newer employer reviews for Sleep Number by Select Comfort

1 person found this helpful  

Good and Bad Are Usually Equal

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Sleep Professional
Current Employee - Sleep Professional

I have been working at Sleep Number by Select Comfort

Pros

Guaranteed Hourly and Commission (No Draw System)
Commissions can be great if your goal is not astronomical and the up system is abided by
Frequent company updates on new products
Fairly Flexible Schedule during the week but not weekends
Usually small work crew 3-4 per store
Great health benefits
Selling By Numbers does work-if you take it upon yourself to tailor it to the individual's needs.
GREAT Product. I own one and it DOES help me sleep better.
Detailed process for advancing from Sleep Associate to Professional to Expert.
Not hard to sell beds, when someone is legitimately interested!
Ability to help people sleep better.
Few returns if you sell people the mattress they NEED and can comfortably afford instead of milking customer for every dollar.

Cons

***Note- I have only worked at one store, so this applies to it. I am not sure about others.***
Having to compete with your boss for sales. If SM doesn't abide by the up system policy then they can and will affect your ability to make money.
Mgrs can abuse schedules.
Pay scale for store bonuses are WAY out of whack between SMs and SPs.
PTO for SPs not fair, 1.4 hrs per week especially when there is NO sick time.
Mgr constantly wanting to "skill practice" which only purpose that serves is for them to bury your sales technique, especially if you are selling more than them.
Mgr will delegate his responsibilities to you (signage, inventories, checking shipments in), in order to sell more.
Limited Flexibility within Selling By Numbers. Can't treat customers like human beings.
Insane marketing ideas (telling people that there is a Sleep Number in their DNA)
Sales goals are inconsistent, you can sell the same amount one month but make WAY less.
No local advertising for smaller market stores. SMs and SP's have to get out and create own events, and find local radio sponsors.
Too Many Unwanted Phone Calls.
Will strip your commission in a heartbeat if you make a mistake, but will take ages if commissions need to be adjusted in your favor.
No advancement possiibilities if in a small market reigon.

Advice to ManagementAdvice

Have DM's review SM's scheduling practices and their commitment to the companie's written "UP" policy.
Have DMs respond to individual store managers in a timely fashion.
Increase local advertising for smaller market stores. We can't all live in cities with 1-2 mill populations.

Approves of CEO

148 Other Employee Reviews for Sleep Number by Select Comfort (View Most Recent)

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  1. 3 people found this helpful  

    Escape Management Hell and forget about who moved the cheese. The cheese at Smells bad and the head of the fish stinks.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Sleep Professional
    Current Employee - Sleep Professional

    I have been working at Sleep Number by Select Comfort

    Pros

    Good work life balance.
    Beds Sell Themselves, great product, great service after the sale.
    Stress Free 80% of the time.
    Low Return Rate.
    Customers like the product.
    The Store Managers are most likely excellent sales people (if you are lucky) and almost guaranteed to be poor leaders, due to the way they promote.

    Cons

    Marketing changes and price changes are implemented far too often confusing sales professionals and customers. It appears that the number one downside to this company is the fact that they hire and promote people into store management positions based upon sales ability and performance and not based upon the persons core competencies and if they can plan, organize, motivate and control. There are store managers who have no business running a store and should be sales person. Business management processes at the store level are fragmented and are constantly changing. Market managers who oversee a number of stores are spread way to thin. Many store managers simply do not know how to manage people.

    Too much empahsis on managing by numbers. Conflicting messages about taking care of customers and not to high pressure customers (Macro level) and then the message is completely distorted at the Store Manager level (Micro) where Sales people are encouraged to behave like used car salespeople when customers do not buy on the spot.

    The pay plan for Sales people is so unfair and has so many traps built into it that it is nearly impossible to hit the budget. It changes every month. In other words, one month a sales person can sell $50K in beds and bedding and earn a bonus, next month the number is raised just above where it was the month before, so they wont hit it. This is a very clever way of controlling variable operating costs. In short, the Sales people have thier pay plan modified every month.

    These stores comp up each month and demand a 5 to 15% increase in sales each month even in a troubled economy when every consumer is looking for value driven offers. Senior Managers set budgets without every walking into a store, or knowing anything about the dynamics of the personel or local economic conditions. a perfect example of "The Dilbert Principle"

    The mark up on the bedding products is over 500%. This is a compny that really can not figure out if thier priority is helping people sleep better or pushing overpriced bedding products. The amount of pay a Sales person earns is covered each month just by the bedding products sold, leaving 100% gross profit to the company for the bed sales.

    The lead system is a complete joke. Store managers say they are prohibited from taking a salespersons customer. (it happens weekly, so the manager can hit his budget) and then they lie to the salesperson and make it up as they go along. They have Oracle for data management but can not communicate to a simple letter writter software program for Follow up. Outlook anyone?

    Advice to ManagementAdvice

    Plan for excessive turnover once the economy turns around and good sales people leave for an environment where store managers know how to manage people. Stop putting so much pressure on the Sales staff. The numbers will work out if theyfocus on the beds and taking care of the customer. This is not Rocket Science. Customers are getting sick and tired of the relentless in your face marketing, handwritten postcards, excessive telephone badgering and pressure to buy, buy, buy........Maybe the CEO and VP's would like to be called every other week and asked if they would like to by a bed. Anyone have thier phone number?

    Doesn't Recommend
    Disapproves of CEO
  2.  

    Perspective from lower middile management

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

    I worked at Sleep Number by Select Comfort

    Pros

    Performers can make decent money, good mix of development & internal promotions with external hires.

    Cons

    History if incompetent Regional Directors and higher. Can't speak for now though (many new people).

    Advice to ManagementAdvice

    Don't hold onto your bad hires/promotions for so long, just because they are Directors. Still clean out some old influencers.

    No opinion of CEO
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