Globus Stores operates in the retail sector, offering grocery, household, and general merchandise through a network of physical locations and e-commerce channels. The company emphasizes omnichannel shopping with in-store convenience, online ordering,...
“I joined as a floor executive two years ago and I still enjoy the fast pace. You will learn customer handling quickly and the team becomes like family.”
“I appreciated the training days when I started; they helped me build confidence. Shifts can be tiring during festivals, but bonuses do help.”
“Work can get repetitive if you stay in one store for too long. You will have days that feel rewarding and days that feel long — it depends on the season.”
These candid voices reflect everyday experiences of people working at the company. If you are considering working at Globus Stores, testimonials like these give a realistic picture of the highs and the occasional grind.
The company culture at Globus Stores leans practical and customer-focused. Frontline teams value quick problem solving, hospitality, and teamwork. There is an emphasis on keeping stores presentable and customers satisfied. Back-office functions are driven by targets and operational efficiency. The culture is not overly formal; hierarchy exists but is approachable. When people talk about company culture at Globus Stores, they often mention teamwork during peak seasons and a shared pride in store presentation.
Work-life balance at Globus Stores varies a lot by role. Store staff should expect shift work, weekend duties, and extra hours during sale seasons or festivals. Corporate and support teams often have more predictable hours, but deadlines can extend the workday. Overall, work-life balance at Globus Stores is manageable if you are in a corporate role; for store roles, you should expect trade-offs, especially during busy months.
Job security in retail is generally tied to business cycles. There is stability for long-term performers and those in core store management roles. Temporary hires and seasonal staff will naturally experience more variability. The company appears to maintain a steady number of stores, and there is no widespread history of abrupt mass layoffs in the recent past. Nevertheless, retail trends and store performance do influence staffing decisions.
Leadership is oriented toward operational targets and customer experience. Senior leaders communicate business priorities clearly, and there are periodic town-hall updates. Decision-making can feel top-down at times, especially when quick changes in promotions or merchandising are required. Overall, leadership places emphasis on measurable results and store-level execution.
Managers at store level are often praised for being hands-on and supportive during busy shifts. They are expected to lead by example and coach junior staff. Experiences differ: some managers focus on mentorship and growth, while others prioritize immediate sales targets over longer-term training. Consistency in managerial approach could be improved, but many employees find mentorship opportunities with proactive managers.
Learning and development initiatives include on-the-job training, role-based induction programs, and occasional classroom sessions for store managers. E-learning modules are available for some corporate functions. There is a functional path for developing retail skills — from sales associate to store manager — and formal leadership programs are occasionally offered for higher-potential employees.
Promotions are possible and often based on performance and tenure. Store-level employees who demonstrate reliability and leadership can progress to supervisory and manager roles. Corporate promotions are more competitive and tied to formal reviews. If you are proactive and visible, there are clear pathways to climb within operations and merchandising.
Salaries vary widely by role and location. Approximate ranges are:
Bonuses and incentives are commonly used to drive store performance. Targets tied to sales, customer satisfaction, and inventory metrics can trigger monthly or quarterly incentives. During festival seasons, additional rewards and spot bonuses are sometimes provided. Incentive schemes are a notable part of total compensation for store-level employees.
Health benefits are provided for permanent employees, typically including group medical insurance and basic coverage for dependents. Coverage levels may differ by employment grade. Some employees mention the need for clearer communication about claim procedures. Overall, core health benefits are in place for regular employees.
Employee engagement includes festival celebrations, in-store competitions, recognition awards, and occasional team outings. Stores often celebrate local festivals with themed activities, which helps morale and team bonding. There are recognition programs for top performers that provide visibility and small rewards.
Remote work support is limited for customer-facing roles — it is not applicable for in-store staff. Corporate and back-office teams may have hybrid arrangements depending on role and seniority. Remote work policies are evolving and are more flexible for knowledge-based functions than for retail operations.
Average working hours differ by role. Store staff typically work shifts ranging from 8 to 10 hours, with additional hours during peak periods. Weekend and holiday shifts are common. Corporate roles generally follow a 9-to-5 pattern, with occasional extended hours during project deadlines.
Attrition in retail is higher than in many other sectors due to the nature of entry-level roles and seasonal hiring. Turnover is particularly noticeable among part-time and temporary staff. There is no public record of large-scale layoffs recently, but normal retail churn is present. Long-tenured employees and managers tend to stay longer.
Overall, this company scores as a solid retail employer that offers practical learning, clear operational focus, and real opportunities for store-level advancement. Compensation is competitive within the retail sector when incentives are included, though work-life balance can be challenging for frontline staff. For someone interested in customer-facing retail careers or gaining operational experience, this company will be a valuable place to grow. Overall rating: 3.8 out of 5.
Read authentic experiences from current and former employees at Globus Stores
Supportive regional manager, clear targets and steady footfall. Good training programs and leadership exposure.
Inventory audits can be stressful during peak season.
Friendly team, good employee discount and flexible shifts that helped with studies.
Pay increments are slow and weekend shifts are long at times.
Exposure to full-cycle HR and employee engagement projects. Helpful colleagues and decent learning opportunities.
Slow approval processes for raises, limited career progression in the short term.
Consistent workload, timely salaries, basic welfare benefits.
Overtime is frequent during peak months and safety processes need improvement.
