Nordstrom reviews

-Favoritism: Jobs have been created for the favorites of the company. Benefits have also been given to favorites including additional time off/working from home. If you are not one of the favorites of upper management, you are treated as though you do not matter at the company. - No discipline: There is no discipline from anyone in upper management. There have been other employees that have broken common HR rules and have continued to work in the company without any disciplinary action (ie: yelling at other employees, attendance discrepancies) - No help in career growth: The company has gotten better about letting employees know of positions within, however the issue with trying to grow your career at Hautelook is upper management. Upper management has said that they will assist you in learning about other positions, but once you ask, they end up making you feel bad about taking time away from your normal work day to go shadow. On the other end, there are certain departments that you reach out to to shadow, and they don't respond to your emails or requests. If the company is so willing to help your career growth, they should be promoting processes across the board. - Pay: The pay for all hourly positions is pathetic. You are expected to go above and beyond your position duties, but you are not paid out to those expectations. Whether you are on the creative team or on production team, the pay as an hourly employee does not match to the work that is done. - Turnover rate: I have never experienced a higher turnover rate than at this company. At one point there was 4-5 employees in production that were quitting and moving on to other companies because they were so dissatisfied here. If the high turnover rate is not evident enough to the company, I'm not sure if anything will ever change. - Drama: There is so much drama. I know that the company cannot always control what is said, but they are responsible for how they deal with the aftermath. There is nothing that is ever done. - Management: As stated earlier, upper management "plays favorites" and will promote employees they like into management positions. This allows for young, inexperienced employees into positions of power. There have been several issues of mismanagement of various departments and the stats show the performance. There has never been any training for managers missing the mark and the issues are never addressed until they are escalated to a point that the department can not recover from.

The churn is real in leadership positions. Managers get shuffled around constantly, you can expect to have multiple managers in a year, and therefore no continuity in how you're managed or how you're evaluated for promotions. I've not had any truly awful managers, but the (multiple) managers I've had have always been either good at helping with technical stuff, or good with dealing with the mentorship/skill-growing "people" side of management. Never both skills in the same person. Also due to the churn, the org, or parts of it, can seem rudderless at times. The org won't pay for its devs to go to conferences. No "learning" budget like you see at some companies (where you get a bit of money for tech books, online courses, etc). Building 864 isn't terrible, but it's not great. Same story for PTO days. Flexible scheduling and the ability to work from home periodically should be more consistently supported. Plenty of teams are fine with it, but others aren't. The proxy.