Michaels Stores Career Growth & Development

Key Insight for Candidates

• Internal Mobility: The company is known for promoting from within, with progression from entry-level roles to department and store management. A path is described where a Service Team Member can become a Store Manager in three to four years through training and leadership workshops.
• Training & Education Access: Employees have access to hands-on training, virtual and in-person workshops, and tuition assistance for academic studies. Specialized, simulation-based training is available through partnerships to quickly upskill new hires and advance existing team members.
• Career Path Clarity: Career advancement paths are outlined across merchandising, marketing, finance, HR, and supply chain. Store roles include a defined timeline and structured workshops that point to a clear route into management.

• Lack of Learning & Training: Training quality is described as inconsistent in some locations, including being expected to learn quickly with limited support. Descriptions include training being “pretty awful” or “horrible” at certain stores.
• Opaque Promotions: Advancement is sometimes portrayed as dependent on management discretion, including claims of favoritism and leaders who “pick and choose” favorites. Internal candidates also undergo full interview processes similar to external applicants, which can feel uneven across locations.
• Limited Mobility: Statements indicate that in some cases advancement can be rare or nearly impossible. Management roles are sometimes filled by external hires despite internal interest, limiting internal progression at times.