Questions and Answers about Jo-Ann Fabric and Craft Stores

Here's what people have asked and answered about working for and interviewing at Jo-Ann Fabric and Craft Stores.

View all 103 questions about Jo-Ann Fabric and Craft Stores

What would you suggest Jo-Ann Fabric and Craft Stores management do to prevent others from leaving?

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33 answers

Look at Management. I keep hearing the pay is low, the checks are slow getting to you, Not enough hours, and Management is rude and mean to their employee's.

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Have a training day while the store is closed. Very hard to trian while the store is open for business. Stop the salary cap on positions.

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Pay more to the employees and spend less in fictures,signs,etc

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Pay your employees a decent wage!! Also, the limited labor budget is probably hurting profit more than anything. I see so many customers just get frustrated with the long wait times at the cut counter and registers that they leave carts full of merchandise behind because they're tired of waiting. Hundreds of dollars in sales are being abandoned because corporate big wigs want their yearly bonuses and refuse to allow hours so the store can run efficiently.

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Pay better money, offer full-time positions to those outside management, and less micro-managing from higher-ups.

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Have the Higher Up managers in the warehouse communicate better with their employees. Forcing all this unessecary overtime to cover for them is unprofessional. Better morale boosts to get us through the day instead of dougnuts and pizza. I’m tired of hearing the same excuse, “You all are very hard workers and we are proud of you all.” Yeah glad to know we work so hard we manaage to get two sunday overtime postings for two whole weeks.

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Choose people who truly want the job and are enthusiastic about their employee best interests. Check credentials carefully. Find out out how the person handled difficult situations in the office. Make sure that manager actually comes out of the office and works the floor and talks to employees about possible improvements. As happen to me, tell an employee what they are doing wrong instead of reducing hours to a minimum hoping I would fix a problem I didn’t know existed.

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Undercover boss would be good for the big dogs to see that good people are I place trying to do their best. Yes money is wasted on new racks to display old match a new way. Pay TM's.Planograms are not always needed to move by one panel. DM's need to get hands dirty to get idea on interrupted timelines. It's tough in the trenches so grab a shovel and help digging or get hurried and wonder why you GOB's.

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Stop blaming employees over everything and not knowing where anything is! You do not train new people at all and blame us! And when customers are very rude do not say well you should know where that is! There are many aisles and customers whine and are entitled! Don't yell at employees if a shelf is not neat! Customers come in and destroy everything and it is not our fault! Joann should be shut down! It is not a nice place to work at all and no training here at all

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Pay a living wage; schedule a few more bodies per shift; post schedules at least a week ahead of time or give regular employees set schedules with guarantee of agreed upon hours; stop demanding minimum wage employees train new employees and then complain about it: no one trained ME!!!; stop complaining about breaks: we don’t get them when we need them: you decide when we get them and then complain about what time we take breaks; make sure that we all have the equipment required to do our jobs everyday. (We all have to share radios & handheld computers... slows productivity & annoys us and customers.)

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