There are newer employer reviews for Reynolds American

 

It was ok

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

I have been working at Reynolds American

Pros

The job is flexible with your schedule

Cons

Bosses that micromanage Will drive you crazy

Advice to ManagementAdvice

Be more consistent

Approves of CEO

237 Other Employee Reviews for Reynolds American (View Most Recent)

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  1. 1 person found this helpful  

    What R J Reynolds "Says" and "Does" is, too often, in conflict.

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

    I have been working at Reynolds American

    Pros

    Competitive compensation package. However R J Reynolds is currently on the path to make their compensation "consistent" with like sized companies in the consumer goods industry. What this has translated to is a reduction in the compensation package in specific areas where
    R J Reynolds might have been above the industry average.

    Cons

    While the company and personnel will advocate for open and honest communication and a leadership at all levels philosophy; this has tended to not be the reality at the level where programs are implemented and people are impacted. It also seems as you get higher up the management hierarchy, the more disconnected the company is from the realities of lower level employees.

    For instance, there will be agreed upon standards to openly communicate face to face or by phone to resolve issues or advance and implement programs, but then one will experience negative communication by a group E-mail complaint or by other roundabout communication methods. Bottom line is that individuals, in particular some of the managers, will simply not speak with you in a professional one on one manner in an effort to resolve problems and advance the business.

    The company philosophy of leadership at all levels sometimes has led to a free for all in certain areas. You will sometimes have several individuals fighting to be the "leader" of a unit; despite the fact the unit does have a designated manager. This can lead to multiple direction and very confusing communication. Imagine a car full of people, all grabbing for the wheel, to be the driver.

    Training programs, mostly computer or seminar based, are viewed as an end all and be all for the company. They are the gold standard and touted as the path to success. While these training programs are valid and relevant, it is a rare occasion where an employee will actually experience their manager SHOWING them how to do something. This is a mixed signal to the employee. Managers will TELL employees how important the training programs are, but do not SHOW them, on a consistent and ongoing basis, HOW to apply these programs in the day to day realities of their jobs.

    Bottom line is that R J Reynolds managers have struggles similar to many sales companies that promote mostly from within. Good sales personnel are promoted into positions where they must now manage people; often having no experiance or training in managing people. They then tend to manage their personnel as an "all the same" group and not based on the personnel's need for guidance AND support in relation to both the individual and the task at hand. For a company that continually tells their employees they are their most valuable asset, R J Reynolds does very little to train their managers on the art of managing others.

    Advice to ManagementAdvice

    Middle and Senior management is often woefully disconnected from the realities of lower level employees.

    While the company periodically puts out anonymous surveys in regards to company performance, many employees have concerns they are not truly anonymous and fear putting forth their true opinions. Additionally, the surveys are only of a "ranking" nature with very little encouragement or format to express concerns.

    A survey, formatted as this one, would be more successful in generating more accurate and actionable information.

    If the company is truly interested in employee feedback, they would implement the survey program glassdoor utilizes; or better yet, initiate such a survey and information by utilizing a third party to have face to face communication with R J Reynolds individual employees at all levels.

    Doesn't Recommend
    No opinion of CEO
  2.  

    Nice

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - MGT
    Former Employee - MGT

    I worked at Reynolds American

    Pros

    Benefits, that is the only reason.

    Cons

    Tobacco, when I was there riddled with good ole boys, promoting everyone they knew. Yep they failed as quick as they were promoted.

    Advice to ManagementAdvice

    None

    Doesn't Recommend
    No opinion of CEO
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