Questions and Answers about Lifetouch

Here's what people have asked and answered about working for and interviewing at Lifetouch.

View all 65 questions about Lifetouch

What would you suggest Lifetouch management do to prevent others from leaving?

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18 answers

Hire qualified people, which means quality people, which means better pay, but Lifetouch doesn't care about that. There is a reason they have such a high turnover rate which should be a red flag.

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Be aware that alot of your employees are new to photography or if experienced are not always available. Scheduling needs are not realistic for the pay. Managers should respect employee availability and not demand employee to be at studio when they are not working at other jobs if they have any. Appointment slots should be spread out more and customers should be educated on the company scheduling model. Many customers get really angry when they are told they are late.

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Don't put immature people without people skills in leadership roles.

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Better pay would be great and let us keep are tips.

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Understand that the majority of your staff is new to sales or photography. You get what you pay for. There are instances when you will find an employee who is exemplary. Treat them well because they will realize their worth once they are put through the ringer.If you do not listen to their ideas or if you do but do not take them seriously, they will find a company who will and who will pay them accordingly

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Appreciate your employees with better pay, and less perks for management. And bring back decent mileage reimbursement.

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7
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Give good compensation.

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8
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If you’re going to expect team members to meet sales goals (I worked in a studio location), then you should provide all employees with bonuses, not just the managers.

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9
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Increase pay. Then people would actually want to stay & work for this company.

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Increase pay, give more work

Answered - Lead Photographer, Team Leader and Trainer (Current Employee) - Farmingdale, NY

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