MillerCoors Reviews | Glassdoor

MillerCoors Reviews

Updated August 16, 2017
75 reviews

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MillerCoors CEO Gavin Hattersley
Gavin Hattersley
9 Ratings

75 Employee Reviews

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Pros
  • Good pay, good benifits, free beer (in 111 reviews)

  • Great work-life balance if you are at the lower end of the totem pole (in 33 reviews)

Cons
  • Difficult to maintain work/life balance (in 42 reviews)

  • Upper management is full of some people stuck in their old ways of doing things (in 18 reviews)

More Pros and Cons

  1. "Good Compensation"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Albany, GA
    Current Employee - Anonymous Employee in Albany, GA
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at MillerCoors full-time (More than 5 years)

    Pros

    Excellent benefits. really nothing else.

    Cons

    zero opportunity for advancement, training or the like

    Advice to Management

    Upwards reviews. Managers and Directors who step on employees are rewarded


  2. "ERG Team member"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Company sells a product that people enjoy and are seeking out new product offerings constantly.

    Cons

    Managers lack the ability to engage diverse employees and struggle with retaining them too.

    Advice to Management

    Understand your employees and introduce training on biases in the workplace

  3. Helpful (1)

    "Poor Management"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at MillerCoors full-time

    Pros

    Free beer, working in beer is fun.

    Cons

    Poor managers, good old boy network

    Advice to Management

    Learn how to develop managers. Stop promoting members of the good old boy network. You can't just keep cutting cost. Eventually you need to figure out how to grow the business. A bunch of old guys trying to guess what young consumers want. No wonder the company is declining. It's only a matter of tome before Molson Coors is acquired.


  4. Helpful (1)

    "regiional pricing specialist"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Regional Pricing Analyst in Chicago, IL
    Current Employee - Regional Pricing Analyst in Chicago, IL
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I have been working at MillerCoors full-time (Less than a year)

    Pros

    free beer, sponsorship, relocation if you meet requirements, friendly people, relaxed work environment

    Cons

    Over Worked, Old systems, poor training, unfair bonus status, promote unqualified managers

    Advice to Management

    hire people that are more qualified and able to perform job dutied without being biased


  5. "Good money, Poor culture"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Director
    Former Employee - Director
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at MillerCoors full-time

    Pros

    Competitive compensation and bonuses, $50 in beer each month, some continuous training but not the best

    Cons

    For hard workers not smart people without opinions. Out with old employees in with millennials. Horrible onboarding.

    Advice to Management

    Abort Diversity initiatives and mobility requirements and invest in your current employees.


  6. Helpful (1)

    "Warehouse assiciate"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Warehouse Associate in Golden, CO
    Former Employee - Warehouse Associate in Golden, CO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I worked at MillerCoors full-time (More than a year)

    Pros

    Free beer and discounts on merch

    Cons

    Full time Temp employee, no PTO or benefits. no room for advancement

    Advice to Management

    treat your full time employees better than your temp agency employees


  7. "Tough Business"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I worked at MillerCoors full-time (More than a year)

    Pros

    the pay is competitive and the bonus program is healthy

    Cons

    Most individuals in the organization are focused on spending 18 months in their role and not dedicated to excelling in current position.

    Advice to Management

    Set clear expectations upfront and

  8. "Good beer, lousy leadership"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Region Sales
    Former Employee - Region Sales
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at MillerCoors full-time (More than 5 years)

    Pros

    Progressive learning and development department, decent pay, free beer on a monthly basis. Collaborative staff team members and overall positive environment within select regions or account teams.

    Cons

    Senior leadership has an overinflated sense of self and completely devoid of recognizing the talents and contributions of true working professionals. Surrounds themselves with "yes" men who are too cowardly to challenge the status quo, think for themselves, and are ill-equipped to properly lead and defend their teams. Expectations of relocation every 18-24 months in order to progress career; regardless of location, timing and family obligations. Consistently required to work 60-70+ hours a week with increasing expectations around account load / responsibilities while Management delegates more and more and more. Continues to hemorrhage true talent and demotivates and demoralizes remaining staff. Diversity and inclusion?! What a JOKE!

    Advice to Management

    Train your leadership teams to actually lead vs manage. Invest in your people with more than just sales training. Get to know them, CARE about them and LISTEN to them. You will continue to lose to ABI as long as you value your own self preservation vs that of your employees.


  9. Helpful (1)

    "Poorly equipped for changing bev alc landscape"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Chicago, IL
    Current Employee - Anonymous Employee in Chicago, IL
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at MillerCoors full-time (More than 3 years)

    Pros

    Free beer, nearly impossible to get fired. MillerCoors can be a good place to start your career, as there's a lot of old folks in senior management who are impressed by any college grad who knows her way around a pivot table; you will rise fast if you have a basic understanding of the industry and basic analytic concepts. Despite one's ability to make title quickly, pay raises will lag behind.

    Cons

    Senior management is living in a bubble, continually attempting to drive relevance with brands that are anything but relevant to a growing group of consumers. Indeed, management feels Premium Light beers are going to be MillerCoors' savior despite mountains of evidence to the contrary. Even compared to "big beer" peers, MillerCoors is consistently five years behind the curve on emerging consumer trends and tastes: embracing the craft movement, leveraging big data to identify business trends, offering value through opening price point economy brands and using a centralized decision-making process to reign in field sales "cowboys.". One of the few things they've gotten right during my time here has been their embracing of FMBs; however, even this subsegment in beer is short-lived, cyclical, and all about the "new"--even their FMB brands are unlikely to drive long term growth or make up for the hoards of young people leaving their flagship brands.

    Advice to Management

    Lose good ol' boys club and "gut feel" mentality. Use data to get a true grip on what's happening with your consumers. Start hiring non-white non-males in key business driving roles.


  10. Helpful (1)

    "Not Exactly What I Was Hoping For"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Sales Representative
    Current Employee - Sales Representative
    Recommends
    Negative Outlook
    No opinion of CEO

    I have been working at MillerCoors full-time (Less than a year)

    Pros

    - Flexible work schedule, remote employment means you're home based but spend most of you day calling on accounts
    - Free beer
    - Interesting accounts to work with in some places
    - Great products to work with that just need better marketing support
    - New SMP training is great and structured- focused on challenging you and preparing you for being in market

    Cons

    - Forced relocation to markets that may not fit a persons desires or personality
    - Lots of ambiguity that makes the job harder and more time consuming than it should be
    - Lack of structure for Monthly Business Objectives and initiatives, especially for newer employees in market
    - Backlash from accounts happens because higher level management doesn't consider each market/region's individual challenges and strengths, therefore sometimes we take things into market that don't fit our accounts
    - Lack of personal growth and learning opportunities as a young professional that you may find in more structured roles
    - Runzheimer DOES NOT cover the cost of your gas and insurance or maintenance even though 95% of the miles you put on it will be business miles, the payment I get from this covers almost all of my car payment and that's it- everything else is out of pocket

    Advice to Management

    Don't make SMPs move to cities that don't fit what you ask them in their interviews. Being open for relocation is great, but putting someone in a market without considering what's important to them will only leave you with unsatisfied employees. It's also not really an even playing field when some people's requests are filled because they aren't assigned by training whereas others have no say.

    When a new SMP comes to market, give them more resources and structure- create a consistent process for transition between two reps so that new reps don't have to waste time figuring out information that took the last rep 2 years to learn. It's also important to give guidelines, don't expect the employees to know everything immediately. Our brands are strong but marketing is relatively weak especially on American Light Lagers, amp these up and give us more resources to put behind them because they need the most focus and attention. Work with your brands more closely that make money and generate sales in these accounts buying our product.

    Provide more opportunity to learn and grow in the role. While this rests on our shoulders to a point, the lack of structure can be a challenge for someone in the role as their first full time job after college along with being in a completely new city.


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