Crate and Barrel reviews about "employee discount"

High store manager turnover, low hourly rates for everyone, free design services are a free for all, terrible sales incentives, disrespectfully small bonuses for spectacular work

It's incredibly boring, and it is very soul sucking if you plan to do something with your life.

Accountability for store manager. Unethical practices with independent contractors who deliver.

Holiday in retail Seasonal hire isnt long enough to qualify for furniture employee discount Fast paced for long periods of standing Slow to produce weekly work schedule sometimes Required to work 2 days from Friday-Sunday

work culture was cliquish, seasonal staff was treated as less than regular staff, micromanagement, lots of standing, expected to work all weekends during holiday season

Pay, lousy management, no room for growth, inconsistent training

I hated everything about this location, except the general manager. There was something almost perverse about the management at this location. They, often mindlessly, regurgitated "stop talking" without even paying attention if the conversation was about something related to the job. It became a joke. The backroom manager would just kick open the door to the sales floor and would just throw out "why are you talking?" before she could even see us. All that aside, the constant houding with scoring the credit cards out of customers was the most demorilizing aspect of the sales at C&B.

Upper managerial roles are far disconnected from the workers at the lower levels. Goals and vision are poorly translated down or non existent. Pay is average, company is very flat, systems are outdated in the call center. Time management is heavily stressed, but the reality is that all processes are largely cumbersome, manual, and often redundant. Success typically means heavy compromise and unbalanced outcome. Customers are frustrated when answers and resolution take to long to get. 2024 outsource/layoff of 1/2 call center, fully expect the other half by 2026.

District Leader communications frequently began as early as 7:00 a.m., seven days a week, creating an ongoing expectation for off-hours engagement that was difficult to balance with personal time. The cadence, tone, and frequency of communication with District Leader contributed to a high-pressure environment which led to highly unprofessional and even hostile during one-on-one interactions.