Reynolds American

www.reynoldsamerican.com

Reynolds American Reviews

245 Reviews
3.3
245 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
Reynolds American Chairman, President, & CEO Daniel M. Delen
Daniel M. Delen
46 Ratings

Review Highlights

Pros
  • Great benefits, Good starting pay, and for the most part great team members (in 34 reviews)

  • Great pay and benefits, but don't think it's long term (in 14 reviews)


Cons
  • There is almost zero work/ life balance (in 14 reviews)

  • Watch your back, senior management in information management have a problem with communicating the truth (in 14 reviews)

More Highlights

21 Employee Reviews Back to all reviews

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  1. 4 people found this helpful  

    Territory Manager means Glorified Merchandiser in this Company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Territory Manager III in San Francisco, CA
    Current Employee - Territory Manager III in San Francisco, CA

    I have been working at Reynolds American full-time (more than 3 years)

    Pros

    There are many great Pros to the job like a company car, paid personal gas and insurance, full benefits, cell phone and internet allowance. There are some pretty nice co-workers you will come across, and the freedom of not having to see a manager everyday is great. The CEO is also a very nice and down to earth guy if you ever get a chance to meet him.

    Cons

    Keep in mind that the tobacco industry is declining, but Division Managers will constantly put pressure on you to increase share for 2nd tier Camel products that are much less popular than the competition (Altria).

    Cons:
    1. Don't even think about career advancement, because there are barely any positions to strive for. Even if you do become a division manager after 5-10 years, you will still be going into gas stations and liquor stores for a living.
    2. Going into gas stations and liquors stores everyday will frustrate you and you will often deal with hostile situations.
    3. If you accept any relocation and moving bonus you will have to repay it if you leave within a year, and the company will charge you interest if you can't pay in a lump sum
    4. You will not be able to use your brain at all and have to do merchandising all day (aka hanging up signs and changing signs).
    5. The longer you spend in the company the more stupid you will feel. You will be out of touch with highly important skills you learn at other companies and even in excel classes at school.
    6. The company hires 1.5 people per day, because there are so many dissatisfied employees. Probably 4/5 people I have come across are actively looking for new employment.
    9. No real sense of team. It really does feel lonely after a while especially if you had to relocate and your closest co-worker is far away.

    My advice to any college graduates or people with some sort of ambition who are on the job hunt: Skip this job and keep waiting for a better company!

    Advice to ManagementAdvice

    Understand that many people are highly talented and skilled in performing job functions other than merchandising and you will stop having such a high employee turnover.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
  2. 3 people found this helpful  

    Santa Fe Natural Tobacco Co: No Leadership, Bad Culture

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Reynolds American full-time

    Pros

    Decent starting salary, company car, benefits, 401k with match.

    Cons

    1.) Treated as property; salary means "you do". No motivators outside of "we pay you".

    2.) Clocking in/ out: that's right, as a salaried outside sales professional you must clock in/ out and are held accountable to making a certain number of visits per day within an 8 hour time frame. Make any more than said number (which changes quarterly, or semi-annually) and you're not making "quality calls", make any less and you're given some other watered down excuse for management.

    3.) First time manager every year: "promote from within" basically means a first time manager will be learning from their mistakes, consequently effecting your career, every 1-2 years.

    4.) Blatant favoritism: people who come into power easily typically have a hard time maintaining that power (see above). Promotions are not a result of hard work and industry knowledge, it comes down to filling affirmative action quotas and a fairly pathetic version of "networking".

    5.) No leadership: people in power are coasting on organic growth of a niche brand.

    6.) Bad Culture: it doesn't take long to see through the "generosity" of this company. SFNTC operates as the rich father who's family is falling apart because he tries to buy love and is blind to what really needs to be done.

    *Extension of 6.) There is no integrity of company values. People in power do not care about sustainability or the value set behind the "image" American Spirit tries to portray to the public. The people running this company are making money from a growing niche, and "greenwashing".

    Advice to ManagementAdvice

    Gut all Director level positions and start from scratch.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  3. 3 people found this helpful  

    Santa Fe Natural Tobacco Company-Disgustingly Unethical Treatment of Employees

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Territory Manager
    Current Employee - Territory Manager

    I have been working at Reynolds American full-time (more than 8 years)

    Pros

    Median salary, benefits, bonus structure based on declining companies combined efforts.

    Cons

    Completely manipulative executive "leadership". Disgustingly unethical treatment of employees. Favoritism, cover-ups, abuse of affirmative action standards. Middle management mainly consists of people a couple years out of college who make the right "friend" and are then allowed to make their first professional mistakes off of the backs of good people, therefore very negatively affecting peoples lives. For example, creating high stress, often hostile work environments, and creating extremely high employee turn over either by termination or resignation. People don't last long here. In the last year alone, I know of at least a dozen people in one region who have left the company or been fired. There is almost zero work/ life balance. They use a "carrot" to string you along promising promotions, which is only a very manipulative trick. This is intended to fool all employees into working as if they are always on the verge of being promoted, when reality is they have a select few that will be promoted based on filling quotas that have nothing to do with their quality of work. If you expected integrity and honesty from a tobacco company, think again before applying here. Manipulation is the key word when it comes to SFNTC.

    Advice to ManagementAdvice

    If it wasn't too late, I'd say to try and regain some integrity in your management force.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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  5. 3 people found this helpful  

    Worse as time passes.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Financial Analyst in Winston-Salem, NC
    Current Employee - Financial Analyst in Winston-Salem, NC

    I have been working at Reynolds American full-time (more than 10 years)

    Pros

    Pay is decent for Winston Salem.

    Cons

    1. Lack of clear vision,
    2. Too willing to promote people who are young and inexperienced, and often unqualified for their positions.
    3. Continuous degradation of benefits
    4. No path for promotion, for most people in the company.
    5. Performance review process is flawed.
    6. "Succession" planning process is flawed.
    7. No opportunity to "apply" for jobs internally.
    8. Company places too much emphasis on bringing in talent and almost no importance on retaining talent with often decades of experience.

    Advice to ManagementAdvice

    1. Consider the opinion of employees, not just new employees.
    2. Consider looking at ALL employees for promotion opportunities, not just the new hires/less tenured employees.
    3. Stop being myopic in managing the company. Think at least a couple of years out.
    4. Offer new opportunities to ALL employees.
    5. Revise "succession" planning and employee reviews.
    6. Equally value all employees - not just new hires.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  6. 1 person found this helpful  

    Not what it once used to be

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Santa Fe, NM
    Current Employee - Anonymous Employee in Santa Fe, NM

    I have been working at Reynolds American

    Pros

    Nothing. Not anymore. I mean, the pay is good and the benefits aren't terrible, but none of it makes the rest of the stuff we have to weather these days even remotely worth it.

    Cons

    Well, let's see.

    Senior management doesn't communicate well with employees, if they bother to at all. There's one particular member of the senior management team who favors using corporate buzz-words and obfuscating matters instead of being up-front with us. They seem to believe that we're children, incapable of understanding or being able to accept things, which is incredibly offensive.

    Promotions are given out based on favoritism rather than considerations like skill or aptitude. I watched people who were wholly and completely unqualified for them be promoted to management positions just because they were friends with folks in senior management, while folks who were qualified weren't even given the opportunity to apply for those positions. In fact they weren't even told that there were management positions available, and only found out once those promotions were announced.

    Lower-level management also plays favorites, giving certain people within their teams ample development opportunities while other employees who are just as capable end up being passed over. It's really difficult to get enthused when you know that one person is always going to be chosen to head up new projects, and not even because this person is necessarily any more capable, but because this person is buddies with management.

    On that note, management just plain plays favorites. There are several folks who are allowed special treatment. For example, if you don't schedule time off in advance, it can be difficult to get a particular manager to allow you to leave early if you need to, even if you have the PTO to cover it. However, this manager's favorites can come and go as they please. There is also a particular member of the team whom this manager allows to take extended lunch breaks. The rest of us are restricted to half hour long lunches, but this person can, and has, taken up to an hour and a half before.

    The marketing department is given special treatment. They can pretty much make up their own hours for all intents and purposes, and it's not unusual for them to take day-long "brain-storming" sessions at the local brewery. Worse, they're not particularly competent. They've screwed up pretty badly several times in the last couple of years, and as if that's not bad enough, the rest of us have to clean up their messes. We have to make excuses to angry customers because these "golden-children" can't seem to be able to do their job with any measure of professionalism.

    Employee reviews are conducted largely by senior management, which consists of a group of people who don't often interact with the employees they're critiquing, and who probably wouldn't be capable of understanding or empathizing with them even if they could be bothered to. I was personally dealing with deep depression last year. I did my best to put it aside and focus on my work, but it wasn't always easy. I still got my work done and kept my level of professionalism consistently high like it always was, but I admittedly didn't always look like I had much enthusiasm for it. And often I didn't, because that's kind of how depression works. Instead of coming and talking to me about it, senior management decided that I was only there to collect a paycheck and that I didn't have any passion for the job. That's not the case at all. I loved my job, but sometimes life takes a toll on a person, and it's not always as easy to separate one's personal life from their work life as these people think it should be. So I got a less than favorable review, all because I was dealing with some tough stuff and these people couldn't be bothered to talk to me about it like management ought to do. Hell, just like human-beings ought to do.

     Then there's all the Reynolds stuff. They've come in and made sweeping changes that have gutted the company. Where it was once a family environment, it's now just as stark and corporate as any other company out there. It's pretty obviously all being done simply to make the RJR shareholders happy, which has made it impossible to believe in the company or the product anymore. I've seen fantastic people be thrown under the buss and tossed aside, while the folks who will remain after the axe drops are some of the most self-serving sycophants I've ever met. RJR has sucked everything of value out of the company, leaving nothing more than a brand name that it can exploit for as long as the public remains largely clueless about what's happening behind the scenes. It's become a terrible company to work for, and if not for the awesome folks I work with and my equally awesome manager, I'd go nuts trying to keep it together in the midst of all this soul-sucking that's going on.

    Advice to ManagementAdvice

    My immediate manager is fantastic. I have no complaints about that person. The rest of them are so far gone that I don't know that any of my advice would be heard, much less taken to heart.

    Doesn't Recommend
    Disapproves of CEO
  7. 1 person found this helpful  

    In Big trouble!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Manager in Santa Fe, NM
    Current Employee - Manager in Santa Fe, NM

    I have been working at Reynolds American

    Pros

    fair pay, lovely home office, great product, love the brand, love the people who still are on board, love how it started, love the way we used to be proud of what the company once was.

    Cons

    Way below average ELT (executive Leadership team) no concern for employees, ELT won't tell the truth in spite of claiming to hold the truth and share it.

    Advice to ManagementAdvice

    Please, let folks know we are in the late stages of being absorbed by RJRT! Do you think we don't get it? Live like you pretend to aspire.

    Doesn't Recommend
    Disapproves of CEO
  8. 3 people found this helpful  

    Disappointing experience

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Account Executive in Santa Fe, NM
    Current Employee - Account Executive in Santa Fe, NM

    I have been working at Reynolds American

    Pros

    Salary is good but lower than sister company for similar roles. Company car. All benefits are same as RJRT (sister company). 401k match, decent (not wonderful) paid time off.

    Cons

    Executive Leadership is poor and inexperienced. Micromanagement to the 10th degree at every level. They track start and end times of exempt field sales reps and continually have "talks" with field reps about everything they do wrong. Little praise is given when one does something good. The company dangles a carrot over succession candidates to get them to behave like lapdogs begging for a scooby snack hoping for a promotion that doesn't exist. Only single, apartment renting individuals are promoted to the few positions that become available. You must be willing to move to a minimum of 12 places to be considered for promotion and then only if you are a chosen one (which means you are a campaigning yourself to management like a governor candidate). Management leads by fear and will crucify anyone who disagrees with their opinion or suggestions. It's like they can't handle that someone might have a better idea than them so they'd rather not hear it. They expect everyone to follow them but preach about leadership dimensions. There are no true leaders at this company but a group of inexperienced individuals who were promoted because they would relocate and they spend their time micromanaging every aspect out of fear of being criticized themselves. The culture here used to be fabulous and it was a happy place to be. Not anymore. The only thing this company has going for it is the fact that it has a niche product at the right time and it continues to grow despite itself.
    Job expectations: Field reps have 600 sales calls to make quarterly, Key Accounts Reps have in upwards of 40-50 chain headquarter calls in 2-4 state territories so vast that there is no humanly way possible to meet the expectation unless you sell your home and live in a hotel 7 nights a week.
    The majority of the employees are hoping and praying for RJ Reynolds to merge the 2 companies sooner than later.
    Evaluations: They believe in a full management panel process so everyone in management gets together for a week to talk about each field rep and decide if the employee is worthy whether or not they've ever met the person. They thinks it's fair. It's not. Why? because the sales job is highly demographically driven and some territories are not going to sell the product while some are saturated with it. So there are reps in CA that are rated highly and don't do much because all their accounts have the product in distribution and then there are reps in other parts of the country where the product doesn't do well and they are penalized because of it. It's difficult to sell a premium cigarette to an impoverished population.
    One last thing: If you sneeze wrong on scratch your nose and someone in management sees it, you are pulled aside and told you are ruining your credibility. Ridiculous.

    Advice to ManagementAdvice

    Get over yourself and listen to the feedback of your sales force. Just because someone doesn't want to move across country doesn't mean they are not good. Stop the competition and campaigning of your entry level management and field reps seeking a promotion. You are boosting your own egos when encouraging this type of behavior and it puts everyone on edge. Contrary to what you want to see and believe, this is not a high-performing culture. It's a very unhappy culture. Unhappy employees are not good employees so maybe that is why you feel the need to micromanagement them incessantly. Give a little, get a lot. is that too much to ask for?

    Doesn't Recommend
    Disapproves of CEO
  9.  

    What used to be a great career has turned into a nightmare.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Columbus, OH
    Current Employee - Anonymous Employee in Columbus, OH

    I have been working at Reynolds American

    Pros

    car, yearly bonus, cell phone allowance

    Cons

    Division managers are supposed to mentor. I have been subjected to a manager that expects me to figure it out myself. Has NEVER given constructive comments or taught me any aspect of my job. How could I have been good enough to get promoted and suddenly I am "horrible"? I am going to have to leave this job because the mental anguish I am being put through is not worth it. Working over 60 hours a week to try to "figure it out on my own" because I am afraid to ask a question because this manager loves to fire people.

    Advice to ManagementAdvice

    You have some rogue managers that need to "hit the road". You have people terrified that if they complain of unfair treatment they will be fired. Practice what you preach and value ALL employees.

    Doesn't Recommend
    No opinion of CEO
  10.  

    RJ Reynolds Tobacco Comany is an organization devoted to treating employees like trash.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Territory Manager II in Chicago, IL
    Current Employee - Territory Manager II in Chicago, IL

    I have been working at Reynolds American

    Pros

    Seeing your boss only about once a month is a wonderful experience.

    Cons

    Management sucks, they do not respect their employees.

    Advice to ManagementAdvice

    Learn how to manage hardworking employees...RESPECTING the people that earn your paychecks is critical for improving workplace performance.

    Doesn't Recommend
    Disapproves of CEO
  11. 1 person found this helpful  

    We need help

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Account Manager in Columbus, OH
    Current Employee - Account Manager in Columbus, OH

    I have been working at Reynolds American

    Pros

    car, laptop, cell phone allowance

    Cons

    Horrible manager--treats people like with no respect. Never has anything positive to say and does not mentor or coach at all. This manager has a bad reputation of destroying careers.

    Advice to ManagementAdvice

    poll managers and trade marketing reps on how division manager treats people

    Doesn't Recommend
    No opinion of CEO

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