Steady jobs, disjointed setup - Anonymous employee Rexel Group Employee Review

3.0
Feb 18, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

The pay is reasonable, there is potential for growth in the industry, REXEL are a well known brand, there is opportunity for huge growth online, good company training days/team building exercises/parties, very steady jobs with good benefits (though don't expect to get your bonus, ever)

Cons

Too many middle managers, at ground level far too many people only see there job so nobody knows who to forward things through to which makes for a disjointed setup, far too many decision makers only see 1 thing at a time and make decisions at the lowest common denominator to fix 1 thing at a time... as such you end up with systems also being very disjointed, some jobs have very high workloads and some have almost nothing - the jobs seem to have been created without full understanding of the roles

Explore other reviews about Rexel Group

5.0
Jul 6, 2026
Recommend
CEO approval
Business Outlook

Pros

Amazing team and atmosphere that made coming into work enjoyable

Cons

The base pay could have been more competitive with the industry across the board

2.0
Jul 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Decent company benefits and strong talent at the branch and sales level.

Cons

Gulf regional leadership is not effectively supporting the revenue-producing teams closest to the customer. What often presents as process, training, or accountability instead creates confusion, frustration, and reporting burden for branches and salespeople. When metrics become the focus instead of the support system, they inundate the field with activity, hinder execution, and create friction instead of progress. The company has talented salespeople, branch leaders, and field operators who understand the customers, markets, systems, and daily operating reality, but too many are underutilized while gaps are protected or explained away. That is how performance declines quietly: strong employees disengage, honest feedback gets filtered, and the company starts mistaking activity for execution. This is not a branch-level talent problem; it is a Gulf regional execution problem.

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