Lands' End reviews

Extremely reactive management, e.g. 1) frequent last-minute addition of sales promotions in response to any drop in call traffic, 2) company direction (ex. "we will no longer be promotion-driven") frequently stated and reversed within weeks; Decision-makers and systems designers appear to have little to zero awareness of day-to-day realities faced by the employees impacted; Dozens of minor, poorly designed processes add up to ongoing unnecessary stress throughout each workday; Consistently inadequate training; Little to no coaching for long stretches; Recognition / promotion based more on toeing the party line / "being positive" than ability or critical thought; Emphasis on sales, weekly $ quotas, and call handle time vs customer service; To avoid providing benefits, management has chosen to cut many formerly 40 hr / week call center employees' hours to < 29 / week, while recruitment of new PT employees has stepped up; more PT staff has led to: 1) rising attrition rate, and 2) an increasingly chaotic response to customer needs (one order may have half a dozen reps involved from start to finish); Overt micro-management by poorly chosen / trained "lead" staff has contributed to an increasingly toxic environment and low morale.

Sears ownership has increasingly had a negative impact on business and morale. Unrealistic financial goals leads to daily micro-management and unlimited promotions to move product. No bonuses even in a record profit year because bar was so high. Product has changed to be what LE designer's want to wear not what the customer wants. Benefits slowly declining to be "average" rather than a key selling point for working in remote area of Wisconsin.