Belk Leadership Employee Reviews

As i am one of the leadership team i love them all.

I don't I see a huge gap in what needs to be done retail wise and what is done. Loss prevention does not exist at the store I work In.

They answer questions quickly and work with each employee to meet thier individual needs.

Despite the work and hiring situation they are trying.

Tina Lowery is the best leader

Shes really helpfull to me

At the moment I don't like 3 members in particular, but the ones I do like at least they are willing to work alongside the associates. A few of them are respectful, kind, dedicated to the success of the store as a team, for there's no "I" in teamwork, all of us be recognized 4 our honest contributio

They acknowledge good work and efforts

They are at our level as far as what they are willing to do to help the work force on the floor. Our store manager has also helped us on the floor. I've never seen a Store Manager be more supportive than Patrick ever!

Very hardworking Bosses, and very transparent

Their ability to simplify everything.

Easy to talk too and work with

Fair, friendly, outgoing, upbeat and helpful

Review from Operations Dept

Their teamwork players and always decide together

Every manager/executive board member is there because they are not only knowledgeable but trust the people under them. The executive board listens to people and asks what can be done better while keeping the company's best interest at heart. Managers don't micromanage but ensure the job gets done.

They work! They don't sit in the office and help with fulfillment, display, merchandising and customers

Review from Sales Dept

Can't describe no interaction with them

encourage growth very supportive gives creative control

I like that my store is a family, however- several of my superiors abuse their position by letting their job title get to their head.

Theyre nice but dont work as a team

Review from Sales Dept

Being honest went from having a great manager to the worst

Review from Operations Dept

Having a vision for the company

Understanding the day to day, sharing positive feedback not only critical, and caring about people.

Taking care of the employees, and letting them use their pto and not scheduling them outside of their availability

Pay your managers a competitive salary. Shrink store hours. It's ridiculous. Holiday hours are a nightmare.

Giving proper breaks checking on the night shift some people are always late 30-40 min I check how busy they get at night and wonder why things are not done not busy

Listening, and leading by example.

The leadership team needs to be transparent and reduce the hours belk is actually open It's not safe for three employees to close when there is no security. Leadership needs to increase hours for the store if they won't reduce open hours.

Understand that that every associate hired needs to be trained & you have to have a trained leadership team to have time to train. When you only have a leadership team of 3 to cover a week of opening & closing a store, there is no time to train new & existing employees. Expectation is unrealistic.

Not stressing out and stressing everyone else out about the collection of metrics.

Its just sad what has happened to Belk.

The leadership team doesnt know what they are doing

They need to train better

Not bully emploee and customer

stop taking 6 weeks or more vacation while everyone else is busting to get STOCK on the floor.

Review from Sales Dept

Communication, Clarity, One Belk, Treat sales support associates better. Goldsboro Belk is losing sales support associates left and right. Total disaster!

Taking responsibilities for their own actions and poor management skills. You have to admit it in order to get better.

Appeciating their workers and understanding where we are coming from. Also pay more for the amount of work

Communication, connecting employees to the vision

Take an interest in the people that work the floor. They are the ones who knows what is going on and LISTEN to THEM