Reynolds American Reviews | Glassdoor

Reynolds American Reviews

Updated February 14, 2017
26 reviews

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Pros
  • Team spirit with good work life balance (in 37 reviews)

  • Great benefits -- company car, paid vacation (Currently 5 weeks for me (in 71 reviews)

Cons
More Pros and Cons

  1. "Don't do it"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Territory Manager in San Antonio, TX
    Current Employee - Territory Manager in San Antonio, TX
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

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

    Pros

    401k is good and so is tuition reimbursement

    Cons

    Everything. No room for advancement. We have people who have been TM for 10 yrs. they max pay at 66900 and that's it. Everyone get same bonus either top or bottom of company. Home office is so ditached from field they don't know how to treat their employees. It's a shame.

    Advice to Management

    Promote your people. So many MBA grads leave because RJ Reynolds day they don't have leadership potential.


  2. Helpful (5)

    "Territory Manager-Don't work here if you want to advance"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Territory Manager in Saint Louis, MO
    Current Employee - Territory Manager in Saint Louis, MO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

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

    Pros

    *Company Car + gas
    *Decent Pay
    *Sales organization that doesn't hold you accountable for actual sales (You can slack off!!)

    Cons

    *trying to only promote women/minorities to upper level positions so that they can look like they have diversity even though they are not the best candidate for a promotion
    *promotions depend on where you are located because some regions don't get any promotions
    *high performing employees are often paid the same as underperforming employees
    *People promoted based likability vs ability

    Advice to Management

    It be nice if there were more promotions and if the amount of promotions from each region were fair across the country. Don't promote three people from one region in a year when there are other regions that haven't had any promotions in over 2 years!
    Hold people accountable for their sales and to be high performing employees
    GET RID OF ACCOUNT MANAGERS THAT DO NOT CARE ABOUT THE BUSINESS
    DON'T promote TM2s when there are plenty of TM3s waiting for a promotion, it hurts morale!


  3. Helpful (7)

    "Finance/Accounting"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Finance Manager in Winston-Salem, NC
    Current Employee - Finance Manager in Winston-Salem, NC
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Reynolds American full-time

    Pros

    All of this is my honest opinion after working at RAI over 10 years. Pay is good. Hours are good. Facilities are good. Benefits are decent.

    Cons

    All of this is my honest opinion after working at RAI over 10 years.

    Culture is superficial. They allege to embrace diversity when certain areas within Finance and Accounting are set up with people that "mostly" all look the same and are almost all the same age. For example, one shop is all people, primarily caucasian who are 35 or less. They come in and get promoted about every 2 years. There are other shops that are primarily all female over 40 and there is no promotions in this area. Also, the floors are segregate whereby people of the same age all sit together.

    Succession Planning - is a joke. It is based more upon "runway" than anything else. The people who get the work out the door are overlooked in favor of the 25-35 crowd who come in and play games and get promoted because of longer runway. Most everyone in the Succession pool is less than 40. How can this be?

    Promotions - rarely go to the people who deserve it. Further, employees are encouraged to list career preferences in one of the many tracking tools for such. HR and Management theoretically review before assigning work and making promotions. I doubt this ever happens and to the best of my knowledge employees are never actually talked to about open positions when the occur. People's careers are "managed" by a select few who hardly take the time to know them let alone know anything about their abilities are preferences.

    Favoritism - has never been more alive and well than present day. At times almost everyone in a department gets a promotion (when the bulk of them have been there less than 2 years) and other people reporting up to the same SVP get passed by.

    Advice to Management

    All of these are my opinion only.

    Culture - walk the talk don't just talk it. People have long ago figured this out and this is why in Finance and Accounting you have such a high turnover rate and why so many people are unhappy. Also, have a greater mix in departments in demographics. For example, have men and women in Accounting, have people less than 40 sitting with people over 40, have departments made up of people of all ages, genders and ethnicities. Embrace diversity, don't just say it.

    Succession panels - drop them and never bring them back. They don't work, they are divisive and based more upon how you look, your age and who you associate with and who you work for than your abilities.

    Promotions - promotions should be earned not given out to entire departments whose responsibilities don't change while ignoring other departments entirely. Also, promotions should be based upon work product not age and internal corporate politics like it is now.

    In short, there are a lot of good people in FInance/Accounting. Treat people fairly. The forced arbitration agreement buys employees silence while they are treated unfairly.


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  5. Helpful (7)

    "Less Than Good for Tenured People in Finance/Accounting"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Financial Analyst in Winston-Salem, NC
    Current Employee - Senior Financial Analyst in Winston-Salem, NC
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I have been working at Reynolds American full-time (More than 10 years)

    Pros

    For people less than 35, it is a good place as they are, it appears, actively seeking to promote most people less than 35 almost every 2 years.

    Cons

    If you are over 40, I would not waste my time applying at Reynolds American or any of it's subsidiaries. First, it is unlikely you will be legitimately considered for employment as they are aggressively seeking millenials. Second, if you are hired you will be relegated to a staff position while you watch, and eventually work for, millenials being promoted while you and your over 40 peers crank out the work and get older every year. Promotions are for the "youngest" not necessarily the most qualified or deserving. Third, rather than actually addressing the items I call out here the Company seeks to spin the story into something else. Fourth, to be eligible for a "bonus" which is supposed to be tied to performance you must sign an employment agreement giving up your right to use a lawyer to settle disputes (why require this if you are dealing with people fairly??). Fifth, they have this ridiculous "succession planning" process which puts 99% emphasis on "runway" and 1% (or less) emphasis on ability.

    These are my opinions. If you fall into the over 40 category then I suggest you strongly consider this should you even consider applying for employment in Finance or Accounting. If, on the other hand, you are simply looking for a job and not a career then it may be ok for you.

    Advice to Management

    If you truly value your employees and want to be the best in the industry then change your employment practices. You have a lot of great people in the company over 40. They have a lot of "runway" left and can add a lot of value. You need to embrace this and use it to your advantage. Failing to promote people that actually deserve it actually demoralizes and demotivates your whole workforce. Doling out promotions to people that don't deserve it doesn't help those people either.

    Lastly, use 360 feedback. Feedback that is only top down is archaic and doesn't advance the business.


  6. "meh"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Positive Outlook

    Pros

    easy job, flexible schedule and good compensation

    Cons

    poor managment. lack of transparancy for advancement/lateral moves

    Advice to Management

    focus on retaining good talent, rather than framing yourself in the best way


  7. Helpful (7)

    "Promotions to higher levels appear to be for younger people only."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Financial Analyst in Winston-Salem, NC
    Current Employee - Senior Financial Analyst in Winston-Salem, NC
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Reynolds American full-time (More than 10 years)

    Pros

    For Winston Salem, the pay and benefits are different. The company works towards being "hip" to attract what they feel to be the "future" of the company - people in their 20's and 30's. As such, they spend money on having a decent facility with a gym.

    In short, a decent "job" for Winston Salem area as facility is decent and pay and benefits are decent - again for Winston Salem.

    Cons

    - Demoralizing work atmosphere for people in Sr. Analyst/Lead Analyst types of roles if over 40 years of age.

    - Promotions and work assignments appear to be heavily skewed in favor of the younger workers who are often way less skilled and wise.

    - People are subjectively rated as "succession" (able to be promoted 2 levels in 5 years) or "mastery/mastery plus" (not able to be promoted 2 levels in 5 years). This rating is 100 % subjective and appears to be heavily skewed in favor of younger employees (in the company's lingo people with a longer runway)

    - Employees must sign "arbitration agreements" or forfeit any rights to a bonus. In other words, you give up your right to take up any wrongs that the company does to you (fails to promote you, etc.) with an attorney. Again, you must sign this agreement to be eligible for any bonus payment. This puts you in a terrible position with an employer in an "At Will" State meaning the company can do just about anything in wants and you already have limited rights and then sign the right to counsel away or lose your bonus.

    Advice to Management

    - Wake up and smell the tobacco. Treat all employees the same - respect, dignity and fairness.

    - Do away with that ridiculous "arbitration agreement". If you treat your employees fairly then you will have no reason to need them to sign away their right to their compensation and forfeit legal representation.

    - If you are going to "transform tobacco" you must "transform" how you operate.


  8. Helpful (7)

    "Santa Fe Natural Tobacco Co: No Leadership, Bad Culture"

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

    I have been working at Reynolds American full-time

    Pros

    Decent starting salary, company car, benefits, 401k with match.

    Cons

    1.) Treated as property; salary means "you do". No motivators outside of "we pay you".

    2.) Clocking in/ out: that's right, as a salaried outside sales professional you must clock in/ out and are held accountable to making a certain number of visits per day within an 8 hour time frame. Make any more than said number (which changes quarterly, or semi-annually) and you're not making "quality calls", make any less and you're given some other watered down excuse for management.

    3.) First time manager every year: "promote from within" basically means a first time manager will be learning from their mistakes, consequently effecting your career, every 1-2 years.

    4.) Blatant favoritism: people who come into power easily typically have a hard time maintaining that power (see above). Promotions are not a result of hard work and industry knowledge, it comes down to filling affirmative action quotas and a fairly pathetic version of "networking".

    5.) No leadership: people in power are coasting on organic growth of a niche brand.

    6.) Bad Culture: it doesn't take long to see through the "generosity" of this company. SFNTC operates as the rich father who's family is falling apart because he tries to buy love and is blind to what really needs to be done.

    *Extension of 6.) There is no integrity of company values. People in power do not care about sustainability or the value set behind the "image" American Spirit tries to portray to the public. The people running this company are making money from a growing niche, and "greenwashing".

    Advice to Management

    Gut all Director level positions and start from scratch.


  9. Helpful (5)

    "Santa Fe Natural Tobacco Company-Disgustingly Unethical Treatment of Employees"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Territory Manager
    Current Employee - Territory Manager
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Reynolds American full-time (More than 8 years)

    Pros

    Median salary, benefits, bonus structure based on declining companies combined efforts.

    Cons

    Completely manipulative executive "leadership". Disgustingly unethical treatment of employees. Favoritism, cover-ups, abuse of affirmative action standards. Middle management mainly consists of people a couple years out of college who make the right "friend" and are then allowed to make their first professional mistakes off of the backs of good people, therefore very negatively affecting peoples lives. For example, creating high stress, often hostile work environments, and creating extremely high employee turn over either by termination or resignation. People don't last long here. In the last year alone, I know of at least a dozen people in one region who have left the company or been fired. There is almost zero work/ life balance. They use a "carrot" to string you along promising promotions, which is only a very manipulative trick. This is intended to fool all employees into working as if they are always on the verge of being promoted, when reality is they have a select few that will be promoted based on filling quotas that have nothing to do with their quality of work. If you expected integrity and honesty from a tobacco company, think again before applying here. Manipulation is the key word when it comes to SFNTC.

    Advice to Management

    If it wasn't too late, I'd say to try and regain some integrity in your management force.


  10. Helpful (5)

    "Worse as time passes."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Financial Analyst in Winston-Salem, NC
    Current Employee - Financial Analyst in Winston-Salem, NC
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Reynolds American full-time (More than 10 years)

    Pros

    Pay is decent for Winston Salem.

    Cons

    1. Lack of clear vision,
    2. Too willing to promote people who are young and inexperienced, and often unqualified for their positions.
    3. Continuous degradation of benefits
    4. No path for promotion, for most people in the company.
    5. Performance review process is flawed.
    6. "Succession" planning process is flawed.
    7. No opportunity to "apply" for jobs internally.
    8. Company places too much emphasis on bringing in talent and almost no importance on retaining talent with often decades of experience.

    Advice to Management

    1. Consider the opinion of employees, not just new employees.
    2. Consider looking at ALL employees for promotion opportunities, not just the new hires/less tenured employees.
    3. Stop being myopic in managing the company. Think at least a couple of years out.
    4. Offer new opportunities to ALL employees.
    5. Revise "succession" planning and employee reviews.
    6. Equally value all employees - not just new hires.


  11. Helpful (1)

    "Not what it once used to be"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Santa Fe, NM
    Current Employee - Anonymous Employee in Santa Fe, NM
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Nothing. Not anymore. I mean, the pay is good and the benefits aren't terrible, but none of it makes the rest of the stuff we have to weather these days even remotely worth it.

    Cons

    Well, let's see.

    Senior management doesn't communicate well with employees, if they bother to at all. There's one particular member of the senior management team who favors using corporate buzz-words and obfuscating matters instead of being up-front with us. They seem to believe that we're children, incapable of understanding or being able to accept things, which is incredibly offensive.

    Promotions are given out based on favoritism rather than considerations like skill or aptitude. I watched people who were wholly and completely unqualified for them be promoted to management positions just because they were friends with folks in senior management, while folks who were qualified weren't even given the opportunity to apply for those positions. In fact they weren't even told that there were management positions available, and only found out once those promotions were announced.

    Lower-level management also plays favorites, giving certain people within their teams ample development opportunities while other employees who are just as capable end up being passed over. It's really difficult to get enthused when you know that one person is always going to be chosen to head up new projects, and not even because this person is necessarily any more capable, but because this person is buddies with management.

    On that note, management just plain plays favorites. There are several folks who are allowed special treatment. For example, if you don't schedule time off in advance, it can be difficult to get a particular manager to allow you to leave early if you need to, even if you have the PTO to cover it. However, this manager's favorites can come and go as they please. There is also a particular member of the team whom this manager allows to take extended lunch breaks. The rest of us are restricted to half hour long lunches, but this person can, and has, taken up to an hour and a half before.

    The marketing department is given special treatment. They can pretty much make up their own hours for all intents and purposes, and it's not unusual for them to take day-long "brain-storming" sessions at the local brewery. Worse, they're not particularly competent. They've screwed up pretty badly several times in the last couple of years, and as if that's not bad enough, the rest of us have to clean up their messes. We have to make excuses to angry customers because these "golden-children" can't seem to be able to do their job with any measure of professionalism.

    Employee reviews are conducted largely by senior management, which consists of a group of people who don't often interact with the employees they're critiquing, and who probably wouldn't be capable of understanding or empathizing with them even if they could be bothered to. I was personally dealing with deep depression last year. I did my best to put it aside and focus on my work, but it wasn't always easy. I still got my work done and kept my level of professionalism consistently high like it always was, but I admittedly didn't always look like I had much enthusiasm for it. And often I didn't, because that's kind of how depression works. Instead of coming and talking to me about it, senior management decided that I was only there to collect a paycheck and that I didn't have any passion for the job. That's not the case at all. I loved my job, but sometimes life takes a toll on a person, and it's not always as easy to separate one's personal life from their work life as these people think it should be. So I got a less than favorable review, all because I was dealing with some tough stuff and these people couldn't be bothered to talk to me about it like management ought to do. Hell, just like human-beings ought to do.

     Then there's all the Reynolds stuff. They've come in and made sweeping changes that have gutted the company. Where it was once a family environment, it's now just as stark and corporate as any other company out there. It's pretty obviously all being done simply to make the RJR shareholders happy, which has made it impossible to believe in the company or the product anymore. I've seen fantastic people be thrown under the buss and tossed aside, while the folks who will remain after the axe drops are some of the most self-serving sycophants I've ever met. RJR has sucked everything of value out of the company, leaving nothing more than a brand name that it can exploit for as long as the public remains largely clueless about what's happening behind the scenes. It's become a terrible company to work for, and if not for the awesome folks I work with and my equally awesome manager, I'd go nuts trying to keep it together in the midst of all this soul-sucking that's going on.

    Advice to Management

    My immediate manager is fantastic. I have no complaints about that person. The rest of them are so far gone that I don't know that any of my advice would be heard, much less taken to heart.



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