product, atmosphere, creativity, teamwork, customers
labor intensive, inconsistancy, credit card initiatives, unrealistic sales goals, lack of support from upper management
Advice to Management
spend more budget on payroll hours given to stores, less moving of merchandise
The discount is ok if you're looking for home decorations.
Time off can be hard to get approved, too many job cuts for anyone at a lower level to know what's going on.
Advice to Management
Treat people in the stores better - they're the people in charge of making sales.
Its basically just grunt work, lots of shipments come and and merchandise has to be cleaned, sometimes priced, and always merchandised. They do still have that unique item on occasion you can not find elsewhere.
Low pay, it is retail after all. Product mix has become horrible during the last 10 years, they lost their edge and one can often find the exact same thing at TJ MAXX
Advice to Management
Dont, most stores recently went from a store manager who must work 60 hours per week, and hence is grumpy and tired and two assistants to a keyholder and one asstant
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The pay scale is higher then other home decor retail I've interviewed with. They want to promote a fun atmosphere in the store and at times it can be.
Not a lot of respect from upper management. Payroll cut often leading to Store manager picking up the slack. An emphasis on the credit card that overshadows all other KPIs. Ly numbers not important.
Advice to Management
Care about who's in your stores. Beating LY means not being a sales loss. Targets below LY does not save a company and not everyone wants a 22% interest rate store credit card.
They have an okay discount, quirky, fun image; some cool products, tasks aren't difficult, and the people are mostly fun and friendly.
Low pay, company downsizing so no advancement, little motivation towards excellence, ARBITRARY, inconsistent scheduling, little or no benefits, and a lot of manual labor, especially with most of the staff being female.
Advice to Management
Unfortunately, Pier 1 is corporately at a point where probably nothing management says or does would change anything. Management could, however, do more to motivate it's employees to success.
Pier 1 Imports is a store focused on home decoration and gifts, meaning that Pier 1 Associates often joy the ability to explore their creativity. It is a job where focus and planning bring enormous rewards. Pier 1 Associates receive guidance toward success with quarterly meetings, posters and communication with supervisors. Each Pier 1 Store receives two detailed planners, which has pictures and short descriptions to show associates how and where merchandise should be displayed, and what degree of flexibility is recommended by the company.
The starting wage at Pier 1 Imports is $8.65/hr in California. Pier 1 Associates receive an annual Christmas bonus of fifty dollars in coupons to spend at Pier 1 like cash. This year, the employees at each store were given Easter Sunday off, but were paid for four hours that day.
Pier 1 Associates are now able to manage their own financial information with the Associate self-help service available on Pier 1’s Go.Pier1.com website, which allows Associates to change their account information for direct deposits, as well as update their personal and contact information.
Pier 1 Imports is a workplace that is constantly being changed and improved, with associates at the heart of these improvements. Pier 1 Associates are rewarded by the accomplishments offered by “projects” such as setting up displays. The company is clear about how a Pier 1 store is to look, which makes it easier to affect the massive changes that the stores undergo almost every season. Pier 1 Imports aims at having a relaxed and creative atmosphere for its customers, and this allows associates to feel comfortable and focused upon their customers.
The Pier 1 Imports expects associates to be responsible for too many things at once, & seems unconscious of the demands of a sales floor. There a thousand ways that a Pier 1 Associate can be “written up,” even when he or she is working hard, focusing on customer service & sales, & maintaining a professional appearance & attitude.
The technology & infrastructure that Pier 1 uses provide poor support to both customers & employees. The cash registers & IMAX are slow, ineffective & difficult to change after a mistake has been made, or a customer has changed their mind. The computer takes a lot of learning, because the logic of the system is a bit lacking. The transaction portion of a sale is often frustrating for employees & customers.
Pier 1 Imports does not have its own delivery service, but expects associates to organize deliveries & delivery fees between customers & a different company.
Associates are often rushed & over-stretched as they attempt to reach sales goals, process merchandise & provide customer service. With limited availability of merchandise, associates must often call & receive calls from other Pier 1 stores & search through their stockrooms. The system that Pier 1 uses for associates to search for merchandise, IMAX is often inaccurate. Customers become angry or impatient because the process is usually takes a long time.
Associates are required to check on customers to the point of near-harassment.
Associates are also required to open a certain amount of Pier 1 Rewards Credit Cards despite the fact that the company has removed all incentives for customers to do so.
Working at Pier 1 can be dangerous. Associates may be required to move heavy objects or lift heavy objects from high places. This is often done alone because associates are rushed & there are few or no other employees to assist them.
Pier 1 Imports sends weekly shipments of merchandise but the store is crammed to the brim with an overflow of items, especially in smaller stores. Therefore it is difficult to maintain company standards & a three-foot isle at the same time.
Number of hours per week is inconsistent. Pier 1 Imports gives payroll based upon a store’s sales, but still requires the same sales goals, despite the fact that there are fewer employees to manage the customers, which further reduces that likelihood of increased sales.
There are really no raises in wages. Though employees start above minimum wage ($8.65/hr in California), it takes 2 years to get a pathetic raise of $0.22 an hour. It takes a long time to become familiar with Pier 1 Imports policy, technology, register system & the general knowledge that makes a truly effect employee. The more experience an employee has, the better quality of their work. Experienced associates are often given more responsibility & end up working harder. Experience is the key to associate success, & yet Pier 1 Imports does not give any incentive for associates to stay that long, & do not pay the ones that do for the superior quality & quantity of work that they provide. It is not an ideal job to keep for a long time.
Pier 1 Imports remains open on all major holidays, except for Easter.
It is difficult to ask for days off or cut back on one’s hours, even temporarily.
The cost of clothing is a huge chunk ripped from the wage. Pier 1 Associates are asked to dress inappropriately for the jobs they perform. Men & women are required to “professional” attire such as dress pants, skirts, shirts & no tennis-shoes despite the fact that associates are often required to climb ladders, lift furniture up or down from their places on top of bays or move furniture & boxes around the stockroom, or the floor, or between them. These clothes are expensive & are quickly ruined if an associate is doing the tasks asked of them. After October 2010, associates will be allowed to wear jeans but with the strict requirements that make the desired jeans unfashionable & therefore an unprofitable investment, the new dress code is unlikely to provide the financial relief associates were hoping for.
Despite their lack of real support Pier 1 Imports blames its employees by default. The store seems incoherent about what the customers really want or about its less profitable practices. They are inconsistent about their requests of associates. Pier 1 claims to be interested in investing in their associates, however corporate management seem only too eager to deflect responsibility from themselves and blame their employees.
Advice to Management
Pier 1 Imports is an interesting company to work for. Having been employed by Pier 1 Imports for two years, I have witnessed many accidents, many customer outbursts, & been forced to deal with company inefficiency. The company could do with some reality about demands of a high-traffic Pier 1 store. Pier 1 has excellent vision & the potential to reach it. Pier 1 profits could be improved by investing more heavily in technology as a resource for its customers & employees reducing & specifying the responsibilities of its employees, paying employees more as they become more experienced, & giving more attention to customer experience by allowing customers to enjoy the store & by investing more in unique & imported products.
Pier 1 Imports can improve its performance by improving IMAX to be used as a universal tool for merchandise research. The inventory reports on IMAX are often wrong. Much time is wasted locating items, calling or being called by other Pier 1 stores or customers or looking up lost SKUs. IMAX should also be able to perform the same functions as the SKU-lookup in the register terminal. Locating items would also be easier if a search could be done, not only by department/class or SKUs, but by description, color, materials or product name. Associates should be able to go onto IMAX & order an item manually if the page doesn’t come after the transaction. Organizing delivery should be done via IMAX. Then items being delivered can be entered & an accurate price for delivery by the delivery company be given & orders conducted on IMAX.
There is simply no escaping the fact that opening a Pier 1 Rewards credit card with Pier 1 is a poor financial investment & it’s difficult for associates to convince customers otherwise. It is ridiculous for Pier 1 to require a certain amount of rewards cards to be opened & has recently made it more difficult by reducing the potential candidates for rewards card & revoking the %10 discount. Clearly, the Pier 1 Rewards Cards are not providing the financial success that the company imagined, but they seem determined not to take responsibility for the reward card’s failure and blame associates instead.
The planner has been a great help in maintaining the store, it has greater potential. It would more helpful if the names &/or SKUs of each item shown on each page were listed in the planner. It could be used to merchandise every item that comes into the store by allocating each item to a display, which could be located in the planner. The page number for the display in which the item should be placed could then be found on the item’s IMAX. Then associates would know where the item ought to be included. The planner could even be located on IMAX.
I see Pier 1 Imports fail most often when it comes to imported goods. That is why new customers come, but soon realize that few items are actually imported. Unless Pier 1 drastically improves the quality of its merchandise, it has very little chance of competing with Crate & Barrel, or Pottery Barn or Restoration Hardware. I know that Pier 1 has been eager to develop its own name & design, but importing items works well for Pier 1. If Pier 1 wants to be her favorite home decoration & gift shop it could offer more unique items from around the world. That’s what people come in looking to find. In addition to the quirky little delights, the company could use imported goods to take its customers on an adventure around the world. The company might improve their image by contributing to world charities &/or purchasing some items that were made with sustainable materials, &/or by pursuing an openly green image. There is certainly a niche in the market for the more educated, adventurous & artistic customer & Pier 1 already gets the traffic from those customers.
Customers tend to like shopping on alone & will ask when they want help. Customers do not like the “line-building” policy that started in fall 2009. When a customer is done shopping, she is simply done. If a customer sees that an associate is walking around the store while she waits in line, she is less likely to buy impulsively than she is to avoid Pier 1 Imports next time. Helping customers immediately was better.
Pier 1 Imports should offer raises in the hourly wage. It took 2 years for met to get a tiny raise. The most experienced associates do more & better quality work & are an integral part of training new associates & helping others. Experienced associates simply contribute more to the company & Pier 1 depends on this, so more raises should be part of Pier 1 policy.
Pier 1 has a lot of potential but seems ambivalent about the direction it wants to go in sometimes leaving customers & associates caught in the crossfire. If the company could gain customer trust & maintain customer interest, Pier 1 Imports would become the favorite home decoration, furnishing & gift store it aspires to be.
easy work, short shifts, flexible schedule, good with time off,
working here was ok. management was pretty good, knowledgeable and helpful, and reasonable.
Gave lots of grief for any time off asked, short shifts! you will NEVER work for more than 5 hrs, which is ok until you look at your paycheck. also the management was very unprofessional, and asked alot from an employee that makes minimum wage. I was also terminated by Text message!!!!!!!!!!!!
Advice to Management
My advice is to take care of the employee more, all of our focus as a sales associate is supposed to be on the customer and I agree with that, however none of the managements focus was on the employee so it felt like we were being overlooked often
The best reason to work at Pier 1 for anyone is the associate discount.
The managers are pushy, if you don't promote the catalog, you're nothing and not doing enough, even if you've been on your feet for hours and talked to every single person in that store. It's all a number's game to them. I didn't mind promoting our catalog but not everyone wants to get that in the mail, and most people already have it! Many people that come into the store are regulars. The stockroom is tiny and dangerous, I found it humorous that we would have an instructional video on safety since the stockroom isn't designed with safety in mind. Lamps that are heavy are put on the highest shelf, you have to carry this large ladder to get to them down and there's boxes everywhere. Same thing with extra chairs, they are either on the second floor or around the perimeter of the store and it's hard to bring them down sometimes. There were only 3 boys total working in that store, the rest were females! The customers are nice for the most part but they run from you like the plague when they think you might be trying to sell them something (credit card, catalog).
The assistant manager is annoying, no one likes working with her and the store manager is nice but two-faced. The pay is horrible for the amount of work you have to do and all the sales leaders are younger than you, which makes you feel inadequate. Why are high school children the main people in the sales leader position?!
Also, the truck always leaves a ton of merchandise every week and we never have any room to put all of it away.
Advice to Management
Treat people with respect, don't assume people aren't working if their number of catalog subscriptions is low, people may not want it or already have it. Worker Productivity shouldn't depend on the catalog, especially not when so much stock has to be put out on the floor. If people liked their work environment more, you'd actually have people that work for longer than a few months at a time. Schedule people in a consistent manner so they can make plans with their lives. Shifts are ridiculous sometimes. Offer incentives. If you help sell something, why not offer commission? Why is everything so expensive?
Nice Products, good discount, great store manager. It would be great if they accepted a system offering bonuses o top sellers.
Very bad pay, too many rules and restrictions. Lots of enforcement techniques that only bring employees down and unhappy.
Advice to Management
Fight for more pay for employees, a commission based system.
-25% Employee Discount which is nice.
-Work load is unrealistic for a 4-5 hour shift
-Deliveries twice a week (which is controlled by corporate..they send us whatever they want, plus ad merchandise) The only orders we control are specific customer orders..everything else is forced upon us..
-Store Manager sits in the office ALL day, is not hands on, and relies on what little bit of staff we have to execute tasks and drive sales
-Managers threaten to cut your shift if you don't open IC's (Instant Credits), plus there is no incentive to consumers to open the card other than a useless $20 "rewards certificate", which most customers aren't interested in, in the first place...
-They just rolled out the"mindshare" survey to our region which rates customer experience in the store... God forbid the store average falls below the regions percentage. Plus, we are "graded" on so many areas within of the survey. (Greeting, Selling rewards cards on sales floor, selling them something new, selling reward card at the checkout, meeting needs, addressing issues-just to name a few) Our skeleton crew barely has enough time as it is during a four hour shift to handle the daily maintenance checklist, it seems virtually impossible to handle the workload..and during delivery days, 95% of the staff is in the stockroom during their shift trying to process freight and NOT helping customers.
-Regardless of delivery size, they want it all processed in a 24 hour time frame.. impossible. If you dont, you'll hear the phrase, "performance issue" quite frequently... After all, I did get a .12 cent raise..
-Working until 3am every few months to "transition" merchandise.
-The MOD sales tracker completely plays into the numbers game...you are constantly pushed to meet your sales goals EVERY hour, increase conversion (customers who enter the store, vs the number of transactions for those customers), raise average ticket and meet your daily sales goals.
I do understand this is retail, but I never worked for a company such as this where you have so little staff for the amount of work expected.. The Regional Manager's favorite phrase is, "its an opportunity" which is complete BS... We need at least 10 more people in our store to operate efficiently.
The bottom line is, Its nothing but an unreal amount of pressure, with an unreal amount or expectation for the money they pay you... I cant wait to find another job!!!
Advice to Management
Hire more people and stop being cheap with the payroll...
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