Sleep Number Corporation Employee Reviews about "upper management"
46% would recommend to a friend
(104 total reviews)
53% approve of CEO
Top Review Highlights by Sentiment
Excerpts from user reviews, not authored by Glassdoor
- "No work life balance drive too far" (in 64 reviews)
- "Upper management does not care about you and see you and every customer interaction as numbers and metrics." (in 59 reviews)
- "poor management and lack of customers" (in 59 reviews)
- "I had a good manager and I had a bad manager both." (in 41 reviews)
- "The District Managers are abusive corporate hacks who all drink the kool aid together but none of them have ever sold anything in their entire lives." (in 29 reviews)
Ratings by Demographics
This rating reflects the overall rating of Sleep Number Corporation and is not affected by filters.
Found 104 of over 1K reviews
Updated Nov 30, 2023
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Reviews about "upper management"Return to all Reviews
- 5.0Apr 7, 2011Sales AssociateCurrent Employee
Easy selling model to follow. I like the emphasis on low pressure selling. Upper management takes the time to connect with associates and go into the stores to see what is going on at the store level.
Commission is good could be better considering how much we sell. Some associates are aggressive vs. team players. Store managers could be more qualified.
- 1.0Dec 31, 2017Sleep ExpertCurrent Employee, more than 3 yearsMinneapolis, MN
Good Product. I have seen the company grow in our city since I was a kid. I was proud to work for them for years.
DO NOT consider Sleep Number for retail sales if you live in Minneapolis. The company as a whole is doing well. They have had two record quarters. This is not true for the Minneapolis district, which is sad, since this is where the company is based. I have watched the Minneapolis district steadily decline for over two years now. The turn over rate for store managers has been high, and the turn over for sales people is one of the highest I have seen in retail. This should not be the case in a commission based structure if everything was working as it should. The goals of the Minneapolis district make absolutely no sense. Due to this issue, even a long standing district manager has turned over, and was most likely blamed for some of the shortcomings of others above her. The goals come from higher up the corporate ladder, and it has become increasingly apparent that they either have no idea how to properly set goals for Minneapolis or they simply don't care if this district turns over employees faster than a fast food restaurant. Many salespeople who had been with the company for years and years, who normally would be top producers, have left due to this ongoing problem. When you lose half a dozen of your top people in the entire company from just one district is less than a year, you have a massive problem. For over a year the district has performed in the bottom of all districts. The only months this doesn't happen is when the Minnesota State Fair takes place (only a handful of reps get to attend and sell there), and when a Friends and Family event happens twice a year (zero commission is paid on these sales). Other than those four months, most stores can expect to completely miss their sales goal or do barely well enough to pay their bills. In a normal month only 2 or 3 of the ten or so stores in the district will make their goal. The goals are also never consistent. One store might be goaled to be the #1 store for months due to sales volume & trends, then suddenly another store that sells much less is far above them for no good reason. This has caused dozens of employees to leave in just this district in the span of a year alone; it has also causes the ones who have chosen to stay to generally take massive pay cuts from what they have been used to. On top of that, they keep building new stores in Minneapolis, which further takes away from already declining paychecks. People who used to make 80-100k a year, now make 35-45k, if that. Upper management can respond and claim that they have a system for creating the goals for the districts. I do not doubt that. They might even say we could call and have them explain it to us. I will say in instead. Your system is wrong. It has been wrong. It is the reason you are losing so many good people. It is the reason this district is consistently in the bottom. You can't blame mangers and sales people when the turn over rate is so high that most of them are new. Maybe you should ask your employees if your goals make sense. Almost no one could truthfully tell you that they do (maybe only the newest store who gets goaled far lower than reality & their sales would dictate). Lower the goals for Minneapolis. If you take those 4 months out of the trend (MN Fair and F&F events), and for the other 8 months Minneapolis is in the bottom of all districts almost every month; your goals are wrong. You have turned over managers. You have turned over almost half of your sales reps if not more in less than a year. You have new beds and new marketing. You even have a new District Manager. If the district is still performing in the bottom; it is your fault.19Sleep Number Corporation Response6y
As the regional sales leader for Minneapolis, I find your review both concerning and disappointing. Because you raise a number of issues that are difficult to address in this forum, I’ll touch on just a couple of them. What I’d really appreciate is the opportunity to sit down with you (and some of our key partners) to talk about your experience. In terms of sales performance, I’m actually excited about the year many of our Minneapolis team members had and am very proud of them. As you know, we have two sales districts in Minneapolis/St. Paul and one of them finished 2017 as the #4 district in the country (out of 51 sales districts). As for sales goals, I can guarantee the same goal formula is applied to every store. And the Minneapolis market overall has had strong performance. Related to store count – we now have 12 stores in Minneapolis after successfully opening Apple Valley this year and a store in Eden Prairie in May of last year. I’ve worked here since 2007 and these are the only two incremental stores we’ve opened since then (others have been remodels or relocations). Of the 12 stores in this market, nine have tenured managers and we’ve internally promoted two people. Again, I would like the chance to meet with you, hear more about your situation and work alongside you to offer my help and support. – Julie G., regional vice president
- 1.0Jan 15, 2014Sales AssociateFormer Employee, more than 3 yearsBroomfield, CO
None really. Except may some good quality co-workers.
Select Comfort wants to control everything you do. Sales goals are the only focus. Next to never promotions from within the company. Independent thinking is frowned upon, just do as you are told. Most upper management is out of touch with the stores and have little to no interpersonal skills. Have lost countless good quality people because of poor leadership and the wrong people in management. Here it is: when you have management who use themselves as the standard, and that standard is incompetent, you multiply that incompetentcy over and over. Just ask any ex-employee. Selling high end product is not easy and the company could care less if you leave. This is the truth folks.3
- 1.0Mar 7, 2016SalesCurrent Employee, more than 3 years
It's an easy job for the most part. Very little customer interaction, very big sales when you do get a customer.
Entire company is unstable. Upper management is completely out of touch. The goals increase by 50% when the sales are only increasing by 5-10%. They build new stores closer and closer together but they don't lower goals for anyone in the area of the new stores. They just expect the new store to get its own customers and generate an additional minimum of 2.5 million. In reality, the customer base is just being split into smaller and smaller pieces and everyone suffers. Goals are set to where you almost make it, but not quite (so the company gets the revenue, but hounding get your bonus). Company is always taking money away from sales people saying they 'made a mistake' on the discounts. You will lose your commission if a customer cancels their order or returns their bed. Cancels are often caused by other departments like home delivery and customer service. The home delivery department is awful, they will mess up a good sale and a good customer relationship by lying to your customer and throwing you under the bus. Customer service is rude to your customers and rarely does their job in trying to prevent your customers from cancelling their order. Company just invested tons of money into a new computer system and its crap. First of all it was supposed to 'prevent mistakes on discounts from being possible'... Not true. It lets mistakes through and if you don't read the promo carefully or you kiss a detail, they're ready and waiting to take away your commission. Two hours worth of work to close a sale and they'll just take the commission away. Beds get sent to delivery with missing parts and delivery doesn't know about it until they are in the customers house with everything torn apart. When the system first rolled out, customers were waiting 2-3 months for their bed while the company had the money. They could not even get through to customer service because the phone lines were 'too busy' to connect calls. Same thing was happening with home delivery. During this time the system kept crashing. Multiple times a day the entire computer system would crash company wide. To this day the computer system is incredibly frustrating. You click on something 8 times and it finally works on the last time. You have to log all the way and back in sometimes as much as 3-4 times trying to ring one sale. It takes forever, and it's very frustrating to the customer. Who would want to work for upper management who thought this computer program was a good purchase?3Sleep Number Corporation Response8y
Thank you for posting your review. We know that our recent ERP implementation was challenging for all of our customer-facing teams. So, we’re very excited to share that in recent weeks, we’ve met all of our weekly milestones with our new system and returned to normal home delivery lead times. We sincerely appreciate our teams’ dedication to providing an outstanding customer experience throughout this transition – we know it wasn’t always easy. Thanks again for taking the time to share your concerns.
- 2.0Jun 30, 2021Sleep ExpertCurrent Employee, more than 3 years
If you are in a top performing store there's typically great opportunity to earn between 70k to 80k. They do have a great sales process and training, you will learn some very valuable sales and communication skills.
Constant change in commission structure. In the past it's kept pay consistent but recent changes completely screw over top performers. Hourly increase from $12 to $15 but commission decreased from %3.5 to %2.5. When you personally responsible for 100k every month this is a slap in the face. Store bonus has become a joke. Especially when they increase your goals %168 over last year consistently. They expect constant growth in performance meanwhile expect you to be content with making less and less. Sleep Number 'cares' about work life balance. Expect to work every holiday and weekend. They have a delusional idea on which holidays will be busy and expect the whole sales team to be at work on those dead days (4th of July, Christmas eve etc..) This company is so 'woke' it makes you want to puke. They will shove liberal social justice bs down your throat. Be a company not a political activist group. Upper management does not care about you and see you and every customer interaction as numbers and metrics. They are so far removed from the sales process it's crazy. Case and point with our ridiculous cold insider call lists. The same people are expected to be contacted every quarter as if we don't spam them already with marketing. Your district manager is a puppet of the VP and clearly can't act on their own accord. This company wants 'yes men' they don't want you to think for yourself. 0 growth opportunity unless your willing to move.8Sleep Number Corporation Response3y
Hello, thank you for your years of service at Sleep Number! We appreciate you taking the time to leave us your feedback and are so glad to hear that you have enjoyed our sales process and training. We value the voice of our team members; helping us to continually improve the experience for our teams. Thank you for leaving your thoughts here, and we encourage you to share these same insights with your leaders such as your Store Manager or Human Resources Business Partner. We are disappointed to hear your dissatisfaction with our updated commission structure, and we understand the challenges that may come with change. We want you to know that our goal with this restructure was to first and foremost protect our valued team members and to ensure the continued success of our business. Any changes made over the past 18 months have been intended to keep up with the rapidly changing environment during and after the pandemic. Again, we hope you will take the opportunity to reach out to your leadership or HR Partner. We wish all the best for you.
- 3.0Oct 2, 2022Store Sales ManagerFormer Employee, more than 10 years
-lots of professional development -good incentive for pay and easily past the income average -actively looks and promotes COLA
-it’s middle management. You’re fed to believe you can improve the lives of those who you’re in charge of but at the end of the day you have little say in day-to-day change resulting in a large gap between employees believing you, burn out, and high turnover. - when broached with topics related to HR and such was left high and dry without any support for upper management. This was openly communicated by the DM that they believe most issues will naturally go away and won’t step in. It turns issues into a popularity contest. You then are gaslighted into them saying they took care of the issue and to drop it despite it not being taken care.3Sleep Number Corporation Response2y
Hello, thank you for taking the time to share your feedback, and for being transparent about your experience working in our stores. We appreciate your many years of service and thank you for taking the time to share your perspective. We champion diversity, equity, and inclusion in our workplace and we’re sorry to read you did not feel supported by your direct leader. We’d like to address this with your further! It also sounds like there is some confusion about your final paycheck, and legal expectations within your store. We’d be happy to spend some time looking into your situation and providing clarification on these factors. If you would be willing, you have option to report any behavior that does not align with our company’s values by contacting our Human Resources department at email@example.com. We are eager to hear from you!
- 3.0Jul 27, 2009Anonymous EmployeeFormer Employee
Great hours and easy work. Nice quality of life outside of work but job itself is not very rewarding.
Upper management always puts the blame on store level employees and the comapny has no marketing other than infomericals. All marketing is expected to be grassroots created by store level employees and paid for by store manager. The company is just rearranging chairs on a sinking ship and every one is pointing thier finger at someone else. Company has unreal budgets for manager to hit and commissions are low for sales people. There would be many times that our store would go an entire week without selling a bed.2
- 1.0Feb 7, 2020Anonymous EmployeeCurrent Employee, more than 5 years
Amazing bed and other innovations. Really need to focus on the quality though, it's starting to decline in the foam.
Work life balance is something they tell you you'll have to get you to sign on. Know what you're getting into. If you value your family, I recommend you keep looking. This job is best for people who want to live at work and live their life around its demands. The computer system is ridiculous. The reason upper management is tired of hearing about it is because it's gotten as good as it will. It was a poor choice for systems, there are others that are much better, faster, more reliable and don't several irritate customers with the red 'spinning circle of death' while their rep tries desperately to keep the atmosphere positive. If you are looking into a retail position, keep in mind you will be pitted against the call center sales team and they get to work your leads before you do. I've been told this isn't true, but I've lost track of how many I have received that are already worked and /or sold. Strangely no one wants to talk about those ;). They are also notorious for stealing in progress orders, these are not protected outside your store. I believe they have a more in depth ability to search for open orders that stores do not. Another important note is if there is a cancellation outside your control, you will pay for it with your commission. If the order is cancelled or discounted severely to save it, comes out of your commission. Be aware if products that are not allowed to be returned are returned anyway by customer service (something out of your control) you again will be the one paying for it. If you're still with me and totally fine with all of this, then it may be the job for you. Be prepared for half or non answers to direct questions. If you like knowing what you should be doing and confident in the right answers and doing a good job, this is not the place for you as one minute it's one thing, then next your hind quarters are in a vice for doing what you thought you should and things that were praised a month or even a week ago.5Sleep Number Corporation Response4y
Thanks for sharing your experience from your time at working with us at Sleep Number! We love hearing about the passion our team member’s have for our product. First and foremost, we’re sorry to hear you don’t feel there is a work-life balance for you at Sleep Number. Our team members feeling this balance is very important to us. We understand balance can be very different to each team member, and we recommend having a conversation with your leader about what work-life balance means to you and how we can works toward achieving this. It also sounds like there have been issues with lead policy, specifically regarding how customer leads have been handled with Customer Service. We recently updated our lead policy to resolve potential issues between sales and customer service, and we’re disappointed to hear this is happening. We understand how frustrating situations like this can be, and highly suggest you to contact your leader with specific examples of this occurrence so we can address this directly and grow the partnership. Finally, we want you to know these reviews are very important to our organization, and while our responses only dig into the tip of the issues, we hope to have the opportunity to address more. Please feel free to reach out to your leader, your HR Business partner, or our business abuse line so we can look into these problems at a deeper level with you. -- Kellie
- 2.0Jun 14, 2019Sleep ProfessionalFormer Employee, more than 1 yearValencia, CA
Best part of job is the ability to earn products for personal use (great beds) and employee discounts.
Goal setting unrealistic during most times of the year. Sales goals and upper management expectations increase month over month but dont consider market fluctuations / conditions at all. You'll meet and/or exceed your plan LESS than 50% of the time (if you're a decent salesperson). Low hourly rate makes it VERY difficult to feel secure between commission payouts. Commission structure is impossible - Unfair emphasis on 'team' performance. Success here requires a perfect storm of 1) great, unselfish store management, 2) entire sales team strength and 3) fair goals in order to make money on monthly basis. If one of those elements is lacking, you're making minimum wage (no joke). Super expensive, mediocare health benefits. Difficult for sales reps to take vacations. You risk not meeting your monthly goals if you take time off. They hold you responsible for your goals even if you're not there (ridiculous)! Makes for precarious work/life balance. Difficult job for those with young families.15
- 2.0Mar 16, 2010Anonymous EmployeeCurrent Employee
As many people would agree...the benefits package is hard to pass up. The product, as a product, is truly a great product, and worth every penny. The sales process is pretty clear, and rather simple, but it's not fool proof.
I've been exposed to the 'shuffling of the deck.' People being brought in from the outside (I haven't seen too much of upper upper management). The company is pretty harsh when it comes to personal life. Ex. Going through a divorce, you'd' better show up anyhow, and why would you need time off, it's' just a marriage. At least that's been the company's view. Sales numbers, really are pointless when it comes to job security. I find this odd with a company who's publicly traded, seems excellent numbers would be admired by most investors. Isn't it the profitability of a company that makes people want to invest? Policies are excellent, you have them in any job, but without a LITTLE wiggle room, its VERY tough to continue your job to the standards set, and still be in COMPLETE compliance.2