Reynolds American Reviews

Cons

Some positions require travel (10-90%)
Advancement opportunities are limited if you are not able to relocate
Collaboration can be difficult because you do not see your coworkers often
Stigma attached to the tobacco industry
There are a lot of demands on your time, many weeks can be over 40 hours, especially in a management role
Endless pipeline of new initiatives coming at you
Advancement requires visibility to managers, which can take some time
Managers can be inconsistent

Cons

To be blunt, Reynolds focuses on promoting diversity candidates who may be unqualified - which can lead to poor upper management credibility.

Cons

There are several.
1. CEs are a little degrading, I mean I didn't get a college degree to pass out coupons.
2. You have to relocate to get this job and most of the time it's to a place where you know no one and you work alone. So it can be a lonely job.
3. The bonus program makes little, to no sense.
4. The job is very repetitive. Management likes to think we are having high level business discussions every store visit. But in reality, most store visits are just merchandising.
5. You office is a convenience store.

Cons

Here is the issue, and it's no secret (as you can see from
Recent reviews) the workload out of control, especially for TM's which are now exploited.

The company has reached the point of the notorious "pay not equaling workload." You can load the field up with tasks.... but you HAVE to raise pay... it's not hard to understand.

If you are young.. this company is at best a <5 year type setup.. while seasoned folks like myself are waiting on a buyout.

Cons

Workload is out of control. Home office is completely out of touch with what is going on in the field. They keep piling on work with no concern for what is currently going on or initiatives. There has been a lot of start, stop, hurry, wait, and change of direction this year which is causing additional disruption on top of an overall hectic, all-time busiest year on record. Our buyers and customers are frustrated with the amount of launches and new products this year; we need to give them room to breathe and a chance to get used to some of our new brands. We've been focusing on speed to market and not any well-thought out launch plans, making us seem like some of our competitors who we've always mocked. Morale is at an all time low and there doesn't seem to be an end to this madness in sight. We are in danger of losing talented, hard-working people because of burnout and low compensation.

Cons

Multiple initiatives all at once, limited advance notice so execution is very challenging.

Company boasts talent development and coaching, but that's not what happens often.

Work life balance exists only for territory managers.

Lower level managers looking for advancement are ruthless, be prepared to be beat down.

Cons

None I can think of

Cons

- Stress is unvelievablel for territory managers... more and more tasks for the same pay? Come on...be serious.
- CE's are out of control with expectations.. it's become kind of a joke now and part of the reason I left.
- The moving around to get promoted thing is outdated guys... people will just leave and find a better job.

Cons

The Director and up level is hard to crack. The company branding is a vision of a work place where effort , performance, and intelligence will move you forward. Unfortunately Directors and up are long time employees - many having never worked any place else - therefore they are uncomfortable with change. It has become apparent that the top performing individuals are not moving up. The promotions are going to those who support the status quo and have very placid personalities.

Cons

Consumer engagements are getting out of control. Ce's are when you engage consumers buying a tobacco product in an attempt to get them to try one of yours by selling them on it and then discounting it through a coupon. CE's were once my favorite part of the job! It was a way to chat with customers and break away from the mundane executional responsibilities. In addition, I believe in most of our products and enjoyed providing customers with a better product while making a tangible sale. Now, I have prayed to every God and cult leader that our ability to perform CE's will be revoked so that I can get back to work.

Imagine your favorite thing about your job. Then imagine your boss becomes completely obsessed with that thing and humps your leg 8 hours a day trying to get you to do it more, and more, and more. Your love of that thing would turn to loathing. The goal is 1000 coupons per TM. Most managers and directors are pushing everyone to double it through fake smiles and forced enthusiasm. Why? So directors have bragging rights? 1000 is MORE than enough. It's sickening. To boot, most of management is baffled that these pushes are causing bad behaviors by tm's to inflate their numbers. The Houston region might as well be renamed "perfunctory ce contest region".

Conversations with my coworkers all over the country reveal that this attitude is widespread. Everyone is hoping someone will do something stupid during a CE on purpose so that we can't do them in stores anymore. That person would immediately become the saviour of all TM's. Like a real life RJR Bill Braskey.