Team Lead - werkgeversreview Sales Team Lead bij Crocs

3,0
25 jun 2014
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

For me the co-workers are great and the old store manager did a good job of hiring people that are thoughtful and wanted to work at about the same time I was hired. Lot of drama cleaned out and better co-workers than from the fall of last year. Good return policy for customers and when there is a deal they are usually very customer friendly. Always one of the stores looking for opportunistic workers. Array of styles so customers cannot complain about lack of them.

Minpunten

Right after old manager left, lot of turmoil around store and drama. Customers also were not the most friendly. Lot of change and the District Manager and her boss was of little help. New store manager is too egotistical. If you have another job, be prepared for backlash from this manager (as I have.) The hours are very erratic at best to say the least depending on amount of employees. Customers have a very negative outlook on Crocs (not really Crocs fault) and that just is a stressing situation because all they want is deal and they complain when there isn't one. Not every day will there be a deal.

Ontdek andere reviews over Crocs

5,0
1 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great company to work for

Minpunten

Easy retail job. Lots of paperwork

2,0
9 mei 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Strong global brand recognition and the opportunity to work with talented colleagues across multiple functions and backgrounds. The environment can provide broad exposure, fast-paced experience, and significant responsibility. Despite wider organizational challenges, many peer-level teams remained collaborative and supportive.

Minpunten

In my experience, the culture felt highly top-down and heavily cost-constrained, with limited openness to employee initiative or new ideas. Workloads and expectations were often unrealistic, contributing to burnout and an unhealthy work-life balance, while teams frequently operated understaffed. Significant extra effort, including long hours and cross-functional collaboration, did not consistently translate into recognition, advancement, or long-term stability. Career progression often felt unpredictable, and opportunities sometimes appeared inconsistent or influenced by favoritism. Communication around organizational changes could be abrupt, creating uncertainty across teams. Employees were regularly expected to take on responsibilities outside their core expertise without sufficient support, which negatively impacted morale and overall job satisfaction. Compensation, benefits, and flexibility also felt less competitive compared to others in the footwear industry, while discussions around salary growth and professional development lacked transparency. Over time, the internal culture appeared to decline, creating a growing disconnect between the company’s external brand image and the employee experience.

3
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