Store Manager for Footlocker about 4 years. Ok job if your looking for to make money. You wil not have a personal life. - Store Manager Foot Locker Employee Review

4.0
Jul 14, 2010
Recommend
CEO approval
Business Outlook

Pros

Employee discount 30%, and sometime once a month for about 2 days you get 50% off. Face pace retail, and fun if you like being in a mall enviroment alot. As associates you always get 1st pick at new incoming products.

Cons

Trying to balance work/personal life is hard. Long hours as a manager (45+ weekly plus 12+ hour shifts). It really sucks if you get put into a low volume store because then you have to balance between you and an assistant manager, and if your store is not performing in sales or productivity you could be set up to be terminated.

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5.0
May 31, 2026
Recommend
CEO approval
Business Outlook

Pros

Work life balance in the company

Cons

Sometime hard deadlines but its fruitful

3.0
Jun 1, 2026
Recommend
CEO approval
Business Outlook

Pros

Working here puts you right at the center of sneaker, fashion, and youth culture. You get exposure to massive global vendor partnerships (Nike, Jordan, Adidas, Puma) and high-scale enterprise operations that look great on a resume. Solid corporate benefits package including a competitive 401(k) match, health/wellness accounts, and performance-based bonuses or RSUs at leadership levels. Excellent product perks, including an employee discount across all banners (Foot Locker, Champs, Kids Foot Locker). The corporate dress code is casual and sneaker-friendly. Internal Mobility: Because of the massive global corporate footprint, there are clear paths to transition across different departments (Marketing, Supply Chain, Tech, Finance, Merchandising) along with tuition reimbursement opportunities.

Cons

In efforts to streamline costs, optimize the store fleet, and fund digital growth, the company has historically undergone structural realignments, corporate relocations, or localized layoffs, which can impact team morale and workload distribution.

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