- Christopher & Banks, Inc.21.Dec 2015
With no visits be conducted, there was no Culture being established.
When you needed your District Manager for help, you were instructed to call
Spring Hill. The DM could not answer questions that dealt with policy/ standards or visual presentation.
Support from management
The district manager was a finger pointer. There was no support or direction given.
The district was not set up for colleagues to reach out to one another for help. Often, the district manager put you in conflict with another manager, but sharing personal information.
Freedom to work independently
Certain managers are her work puppies. They perform her daily work duties, which kept her open to stay at home and call into the stores, so visits where rare.
Communication came late and slow! Weekly conference calls were not on information that the store managers needed to conduct business or make changes in the store to help drive the business. The calls were about the District Managers dates.
Office / Work Environment
The stores were in good condition. All systems were up to date.
If you are a manager and you have turn over in your store, you need to have people waiting because you will not be provided help by you District Manager, which in turn will cause a 50 to 60 hours work week to cover the store.
And when you call for help, your District Manager will blame the situation on your lack of performance. There is no support and your Work-Life Balance is gone.
In retail the boss is the one
that sets the culture. The person that is accountable for work environment, so review of the boss is necessary. That is the person that offers a picture into the company. If she is permitted not to perform her job functions why should any one in the district. The bar is set for all to follow her example.
It is not a healthy work environment! You often feel lost, under appreciated.
It is not the same company it once was, back in 2005.
If your given a job offer from Christopher& Banks run, because after one month you are going to want to run for the nearest
You are given goals, sales plans, and tons of calls to make them, but no guidance or conversation to plan a path to success.
You are on your own.
You don't hear words of praise, and your District Manager will take credit for your ideas that work out.
Inclusive / Diverse
NO. The teams in the stores are of only one color.
White is what you see.
The District Manager is the only person of color, and she is of no value to the mangers. The District could function well if she was not there. And if one was to speak to the managers you would learn a lot. The color of her skin is not the issue, her underperformance as a supervisor that is the concern.
Suggestions for improvement
- You need to provided Supervisors with retail experience, but more important a Supervisor with good people management and good communication. The company needs to hire a District Manager to work in the stores 4 days out of a 5 day work week. Get someone to visit the stores for support. There needs to be a Regional visit, and visit needs to be with everyone under the store managers. Surprise visits are needed, to really see what is not happening.
What I like about the company
The stores visual
What I dislike about the company
The heavy cut in payroll and the amount of product that is delivered daily.
The following benefits were offered to me
- CompanyChristopher & Banks, Inc.
- Are you a Current or Former Employee?Former job since 2014