I rarely leave reviews, but I felt it was important to share my experience as a former Keyholder at…read moreBrooks Brothers, Store #6050 (Great Lakes Crossing).
I accepted the position excited to learn, grow, and build a career with the company. Instead, I found myself in an environment where I felt criticized far more often than I was coached.
The turning point came when I scheduled a meeting with the store manager, Kelly, because I genuinely wanted feedback on how I could become more successful in my role. I expected a conversation about performance, training, and development. Instead, I was repeatedly told that several situations reflected "character flaws." As someone who asked for feedback, that was both surprising and discouraging.
One mistake involved accidentally miscounting a register by $10 while exchanging bills. At the time, I was told it was a common mistake that even experienced employees make. Later, that same incident was used as evidence of a "character flaw." I also took accountability for other mistakes throughout training because I wanted to learn, but I often felt my honesty was met with criticism instead of coaching.
The training itself was inconsistent. I often felt I was expected to know procedures that had never been fully explained. Assistant Manager Deb spent much more time pointing out mistakes than teaching me how to avoid them. Ironically, the person I learned the most from was another Keyholder, Jazmyne, who had only been hired about a week before I was. She was patient, helpful, and willing to answer questions whenever I asked.
I was also told that my appearance was "more Forever 21 than Brooks Brothers." If there were concerns about dress code or brand standards, I believe those expectations could have been communicated professionally without making personal comparisons.
After serving several years in the United States Army, I understand accountability, discipline, and receiving constructive criticism. I have never expected special treatment. However, there is a difference between coaching an employee to improve and making comments about their character.
After being informed that I would be demoted from Keyholder to Sales Associate, I reflected on my experience and chose to resign. While resigning was my decision, I did not feel I could continue in an environment where I no longer felt respected, supported, or fairly evaluated.
I hope Brooks Brothers reviews the training and leadership practices at this location. Employees deserve clear expectations, consistent coaching, and respectful communication--especially when they are genuinely trying to succeed. For days after that meeting, I carried the weight of what was said to me. I felt ashamed, disappointed in myself, and even questioned whether the comments about my character were true. Those words had a real impact on me.
After taking time to reflect, I realized that no employee should leave a performance discussion feeling personally diminished for seeking guidance. That realization is why I chose to speak up.
I am not sharing my experience because I am unwilling to accept feedback or accountability. I am speaking up because I believe there is a difference between coaching an employee and making personal judgments about their character. I refuse to walk away believing that asking for help, making mistakes while learning, or seeking to improve makes me fundamentally flawed.
I will not go through my career with my head down because of one manager's opinion. Not for Brooks Brothers, and not for anyone. I hope sharing my experience encourages the company to reflect on how feedback is delivered so that future employees are developed with respect, professionalism, and dignity.
