Reynolds American Reviews

Pros

An exciting time to be in the ever changing tobacco industry-constantly changing environment
Working is never boring or repetitive - something new and different every day
Make your own schedule/independent work
Very good training programs
Coaching environment where weaknesses can be turned into strengths
High level of transparency
Company car
Employees treated well and cared about

Advice to Management

Continue with a transparent and employee focus culture.

Pros

The best thing about working at Reynolds is the people and the culture. Reynolds American supports in employees and provides significant development opportunities that help people achieve their goals.

Pros

There are many pros to the job. Company car, great benefits, 401k match, flexible schedule. Fun place you work if you get a good manager.

Advice to Management

Take care of your tenured employees. New hires and retention of those new people is important, but don't place that above the happiness of your experienced team. The tenured employees is what keeps this company going and you have killed the morale. It's a tough pill to swallow that a kid just out of college is paid the same as you when you've given a company 10 to 20 years of your life.

Pros

Company car, 6% 401(k) Match, Depending on who your manager is Can be fun place to work with some great brands.

Advice to Management

Please listen! You obviously knew we are underpaid it’s only been mentioned a thousand times. This new structure announced brings tenured TMs to the starting salary of Altria employees. And brings new TMs to the same pay as tenured TMs (Btw you can look at competitive salaries on this very website, it seems like that is not known). The workload does not match the pay, look at how many brands we handle vs the competition. 4 distinct cigarette brands, with ever changing prices, and their own foci. Vuse is 1 brand but how many product lines in that one brand? 4 with plans for more. 1 vapor line seems to be enough workload for our competition to make $20,000 more (ok after recent announcement they only make $10,000 more, but they get equity, car allowance, 401(k).. please look at Juuls Glassdoor reviews). Why do you think that turnover is so high? Btw the recent announcement I keep referencing: is to match 62% of similar companies. We are the #1 tobacco company in the world with the largest workload of any CPG, yet 38% of companies pay more.. CE quotas with name gen, vertical alignment, non-stop merchandising (without assistance) that takes a physical toll, monthly coverage that puts intense hours in the car, admin expected to be done on your own time, covering up for failed launches (talking about you platinum, we had menthol gold and smooth select those were good so let’s do another? That makes sense) to name a few. 1 piece of advice please actually read and address the critical reviews on here instead of only addressing positive reviews posted on here. You know it we know it.. everybody knows it, even after this announcement we are still under paid vs competition. No reason we should make the same as ITG, and less than Juul and Altria by so much.. otherwise we will also have to continue to add vacant coverage as another responsibility.

Pros

5 weeks of vacation
6% 401K match
Health benefits pretty standard
Can have flexibility depending on your manager
Usually not a need to bring a lot of work home for after hours

Advice to Management

Stop micromanaging strategy in individual outlets. That is what you are paying me to do. Show your appreciation by taking us for a team building event or region meeting once or twice a year like you used to. Seems like the sole focus is keeping management happy instead of those in the trenches on a day to day basis. Compensate those who have been around longer and contributed to the profitability and success of new brand introductions.

Pros

The company culture has improved dramatically with new executive leadership.

Advice to Management

Abolish performance panels.

Pros

Flexibility
Autonomy
Limited Stress associated with work load
Abundance of resources needed to be a successful Sales Manager

Advice to Management

You wouldn't listen if we told you.. Many have dedicated their lives to the company and continue to feel under appreiated . Feeling disrespected is an understatement.

Pros

Management is flexble with coaching, driving a challenging and comfortable development environment.
Benefits
Company vehicle
Great pay
Consistent Bonus Potential
Smart Leadership
A chance to make an impact

Advice to Management

Keep it up. Great culture

Pros

Training and open communication with management.

Pros

Great salary with opportunity for potential higher bonus based on performance rating.
Schedule flexibility during the day to run errands or flex hours.
Opportunity to “be your own boss” and make your own decisions.
You’re never stuck in an office at retail- occasional meetings.
The company treats you well - company car with free gas, ($150/Month deducted out of check which used to be nothing), cell phone and WiFi allowance, laptop, AMEX for travel expenses.
Matched 401k, 80% tuition reimbursement- used to be 100%)
Merit increase every year
Bonus every year based on AIAP score

Advice to Management

Division managers have not had any type of change in their job role in the past 10 years. Meanwhile, territory managers and even account managers have had 4-5 shifts in job roles. The biggest issue currently with territory managers is that more responsibility is being placed on them while there is no increase in pay. Competitors are paying more and stealing TMs with a bad DM, territory, no mobility, etc. My suggestion would be to update the division manager role so they have more Territory managers. Most of the time their month is filled with 10-12 days of admin. Territory managers have plenty of admin but are expected to be in stores all day. Also we understand and embrace change. However, with more brands purchased, sales forces merged, constant vapor, cigarette and smokeless resets, consumer engagement quota with name gen percentages, coverage, less third party involvement, etc ... territory managers would like some kind of acknowledgment via money. We would love a base salary raise for TENURED TMIII of at least $10,000 to make up for the extra work that has piled on the past few years.