Millennials at Aeropostale
Millennials at Aeropostale grade their overall culture a D-; also rating it 52/100, 11 points lower than Aeropostale's overall culture as rated by all 175 employees on Comparably. Millennials are considered more demanding and to have higher expectations than their more experienced colleagues. Three areas millennials working at Aeropostale think their company is performing well in are: CEO Rating (B+), Team (C), and Work Culture, (C+).
Work Life Balance & Community Outreach at Aeropostale
The average Aeropostale employee receives 10-15 paid days off per year, and socializes with their peers once a month outside of work. See what employees at Aeropostale think about their work life balance.
Mentorship and Professional Growth for Millennials at Aeropostale
Within New York, 34% of millennials shared they have a mentor. At Aeropostale, 33% of millennials say they receive mentorship, which leads to the assumption that Aeropostale is a great place to work for millennials focused on their professional growth. See what employees think about mentorship and professional growth at Aeropostale.
Sentiment Toward Perks & Benefits at Aeropostale
Employees at Aeropostale have ranked their perks and benefits in the Bottom 20% of companies within New York and in the Bottom 20% of similarly-sized companies on Comparably. When asked to estimate how much employees think Aeropostale spends on their benefits, the most common answer selected is $1500 - $2500/mo. Learn about perks & benefits at Aeropostale.
Retaining Millennials at Aeropostale
It’s difficult to retain a millennial, and all three aforementioned sections listed bear importance. To recap, Aeropostale employees rate their work life balance a B. They do not think highly of Aeropostale's professional growth opportunities. Employees have graded Aeropostale's perks and benefits a D. These ratings and reviews lead us to conclude that Aeropostale is a suitable company for the millennial workforce. Learn more about Aeropostale's efforts to retain employees.
