Questions and Answers about Lifetouch

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

View all 71 questions about Lifetouch

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

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21 answers

Need better wages! Love what I do, love dealing with Elementary/middle school kids!

It is “super” hard work for very little pay! Constantly having to pickup different rigs (equipment) for jobs, load all your equipment in you car, get to assigned school, unload equipment, set up equipment, take pictures of the kids, break down equipment, load back into car! Some of the equipment isn’t the lightest either! Hard work for LITTLE pay!! Consider yourself “luck” if you get equipment that doesn’t have some type of issues! (Broken lighting/broken equipment, you name it!)

When speaking to HR for job interview she said it is a 40 hours work week.. IT IS NOT a constant 40 hour work week regardless of what HR tells you! I was also told the equipment would be assigned “to me” and I would have the opportunity to free lance on the side if I needed extra money.. This was not the case! You only have the opportunity to free lance on the side with your own equipment... I was lead to believe differently!

If they were to pay .75 to $1 more it would be more appealing to new hires! People get hired on, find out that its “super” hard work for very little pay with a lot of wear and tear on your body and end up not lasting 2 days to one week! High turnover!

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Stop intimidating staff, FAIR COMPENSATION, listen to problems staff have and be receptive, don't tell their staff to "get over it" when they have a problem.

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The pay package is horrible for Photographers. It is literally a joke for the amount of work that you do vs. what the industry pays.

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3
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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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3
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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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2
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Don't put immature people without people skills in leadership roles.

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9
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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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14
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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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10
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Give good compensation.

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10
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