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Bloomingdale's Employee Reviews for Manager

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Managers at Bloomingdale's give their company a 1.3 out of 5.0, while the average rating for Bloomingdale's is 3.8, making them 98% less happy than every other employee at Bloomingdale's and 96% less happy than every other Manager on CareerBliss - the happiest Managers work for Gold Crown Partnerships.

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1.3
Average Rating
(based on 1 Manager Review Rating)
Manager
in New York City, NY

"Simple minded Management... not the place for intelligent/creative types."

What do you like about working at Bloomingdale's?

"Salary, discount, location in New York City, sales floor atmosphere"

Do you have any tips for others interviewing with this company?

"It's easy... which is indicative of a less than ideal job environment. They are often heavily understaffed."

What don't you like about working at Bloomingdale's?

"Terrible technology, political, no clear managerial direction, disorganized and haphazard leadership, never kept in the loop about big decisions... ex. promotions, terminations. Unmotivated associates and management alike. Additionally, they offer very poor benefits."

What suggestions do you have for management?

"Move away from a heavy promotional calendar, it's meaningless. Focus on making employees feel valued! It's not rocket science, it's retail... simplicity works. Bottom line, people shop for product, not people."

Person You Work For 1 / 5 People You Work With 1 / 5 Work Setting 2 / 5
Support You Get 2 / 5 Rewards You Receive 1 / 5 Growth Opportunities 1 / 5
Company Culture 1 / 5 Way You Work 1 / 5
Manager
in California City, CA

What do you like about working at Bloomingdale's?

"The sky's the limit with compensation when they want to acquire you."

Do you have any tips for others interviewing with this company?

"Good luck and just do what you're asked."

What don't you like about working at Bloomingdale's?

"The sky's the limit when they no longer want your services."

What suggestions do you have for management?

"Turnover stabilizes when there is an investment in keeping who you hired. They cut their losses too fast and miss seeing employees perform to their optimal abilities by subjecting them to an unrealistically fast time line."

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