Blackhawk Network Senior Leadership FAQ

Read what Blackhawk Network employees think about senior leadership and the CEO at the company.

Blackhawk Network has a Senior Management rating of 3, and Talbott Roche, the CEO of Blackhawk Network, has an approval rating of 78% across the organization.

All answers shown come directly from Blackhawk Network Reviews and are not edited or altered.

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2 English questions out of 2

January 28, 2020

How are senior leaders perceived at Blackhawk Network?

Pros

The team create a positive and energetic working environment with a very open way of working. Employees are given the freedom to work in a way that is optimised for their individual preferences as well as providing streamlined structure and processes. Through the internal HR resources, employees are rewarded and recognised for a job well done, both through comments and praise as well as points that can be used for vouchers. It's great to be acknowledged for your hard work from peers and senior leadership.

Cons

With such a large office and so many team members it can be tricky to get to know everyone and what everyone does.

Advice to Management

Keep the flow of communications going, it's so important to know what's going on in the your local office and the offices around the globe.

It's great to be acknowledged for your hard work from peers and senior leadership.

January 28, 2020

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February 14, 2021

What are some insights into the strategy or vision at Blackhawk Network?

Pros

If you live in Tri-Valley, then commute. Lots of food in the office which no longer a benefit since WFH.

Cons

Avoid this place at all cost! If you value your mental health and family, look elsewhere. The FP&A department is unprofessional, toxic, disorganized and unstructured. A new management in Finance has no experience on being a leader. The employee turnover is unusually high. Good employees leave in a hurry while the bad ones linger. New employees are expected to run independently on week one. There’re little trainings and directions. If your manager offers training, then you’re the lucky one. But don’t expect this good manager to stay long. The amount of redundancy, manual works and missing information are off the chart. Company has no good processes and procedures. Everything is ad-hoc and due today. We redo and reanalyze one subject over and over again, oftentimes not knowing what the end goal is. Company is cutting expenses in the wrong places, laying off necessary workforce and piling up on directors and VPs who cost 3-4x higher that people they just laid off. With the shrinking workforce, staffs are subjected to long working hours, often more than 12 hours a day, expected to attend meetings, answer emails, IMs, phone calls at ungodly hours. All the abuse for a minuscule amount of pay and merit. No wonder Finance department is a constant revolving door. Unlimited PTO policy has become unattainable PTO policy. This one sucks. Thanks to the policy, I didn’t get to cash out my PTOs

Advice to Management

Create opportunities for your lower level employees, communicate clearly and regularly, and show appreciation. Be realistic on your expectations. It might seem natural in periods of economic pressure, you might need to let people go and ask remaining employees to pick up the slack by working longer hours or even weekends. But asking workers to choose between their work life and personal life will never sit well. Ensure the compensation & benefits package is competitive to prevent your top performers from jumping ship, make sure they feel fairly compensated based on their level of contribution--not their tenure. Flatten the organization. Increase the staff-to-manager ratio. It’s not uncommon to find ratio of 4–1 in large companies. Trim the number of Directors and Sr. Directors.

Company has no good processes and procedures.

February 14, 2021

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2 English questions out of 2