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Still standing

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

I have been working at R.R. Donnelley full-time (More than 10 years)

Doesn't Recommend
Neutral Outlook
Disapproves of CEO
Doesn't Recommend
Neutral Outlook
Disapproves of CEO

Pros

As close to stability as you'll get in this industry.

Cons

"Do more with less" to the extreme. Does not seem to want to reinvest in the equipment.

Advice to Management

Fix or replace some equipment for a change. Quit cutting too deep so the folks that are left aren't overwhelmed and can focus on making this a better company.

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  1. Reliable Company if you are in Sales

    Current Intern - Sales Intern
    Current Intern - Sales Intern

    I have been working at R.R. Donnelley as an intern

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Big company
    Worth putting in the effort
    Ability to make lots of money
    Managers do care about you and how you perform

    Cons

    Lots of red tape
    the culture is very quiet and the people are older
    Lots of fluff in management
    Each project has different managers
    Saturated throughout the US with its own sales employees

    Advice to Management

    Come up with a CRM tool so everyone is on the same page


  2. Helpful (3)

    A bad environment, pay and benefits are dwindling.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Operator in Breinigsville, PA
    Former Employee - Operator in Breinigsville, PA

    I worked at R.R. Donnelley full-time (More than 3 years)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    The work is simple and usually easy.

    Not much physical demand.

    Some employee discounts are available that can actually be used by low level employees.

    Okay job to fill in until you find something else. Many of the problems I encountered and had been told about seem to be isolated in the Breinigsville, PA facility, internally known as the Allentown facility.

    Cons

    Very weak leadership, most people at supervisor or lead levels have no business being there. They do not have many people in the building that could even step into that role.

    All retirement options have been taken.

    Pay scales make no sense, some people make a fortune while others are still receiving food stamps, and no that is not an exaggeration.

    They claim to be a family but people are receiving "occurrences" against them for having to go to the emergency room for two days?!

    Forget any ability to move up unless people quit, but even then they hire from outside the company when they have people chomping at the bit to move ahead and are qualified.

    Raises are at best insulting if you some how receive one.

    They have been loosing customers to other facilities because of the internal strife going on.

    Advice to Management

    If you are going to claim that the company is a family and that we're all one company than live it. It only makes things a lot worse when you claim you are listening to employees and care but do only the opposite. Poor leadership, zero tolerance policies even in sickness, an incomprehensible pay scale and no idea how to get ahead monetarily or hierarchically.

    It is clear that many of the people in lead, supervisory and management are only there because they have time in and nothing to do with job knowledge or skill level. Fix the pay scale, get people in there who know how to manage people and when they do not know something about a job, how about listening to the people who have been running these machines for years? The biggest problem came from above. There is virtually NO real leadership in that building and forget any sort of work flow planning. Set up some plans and goals for your employees instead of saying you have them but not offering anything other than "talk to your lead."

    Your occurrence system is absolutely ludicrous! There are constant rule changes coming from HR, Corporate and Departmentally yet they do not apply across the board even though they should because they are not area specific. Also make sure that the rules are applicable to everyone not just people in certain positions.

    You can call it "No Fault" if you want but it is a pathetic attempt to cover up a zero tolerance policy that has been proven to cause the exactly problems your experiencing right now. Managers and supervisors are there to manage the people and workflow, if you cannot be responsible for determining which people are actually good people in need of help versus bad people who are taking advantage of the policies then you do not deserve to be there.


There are newer employer reviews for R.R. Donnelley
There are newer employer reviews for R.R. Donnelley

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