Reynolds American Reviews | Glassdoor

Reynolds American Reviews

Updated June 25, 2017
48 reviews

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Debra A. Crew
2 Ratings

48 Employee Reviews

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Pros
  • RAI offers benefits such as work from home to suport work/life balance (in 41 reviews)

  • Great benefits -- company car, paid vacation (Currently 5 weeks for me (in 68 reviews)

Cons
  • Work life balance is still a little rough however they are making strides to help with this (in 22 reviews)

  • Tobacco industry, management can be overbearing for a simplified job description (in 21 reviews)

More Pros and Cons

  1. "lack of transparency and ritualistic behaviors for mangement"

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

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

    Pros

    use of money to kill virtues

    Cons

    demonic sects in managements.
    No transparency and a very secretive place
    Ritualistic behaviors.
    no work and life balance
    sect-like behaviors,if you are in then you are bad

    Advice to Management

    Be more honest
    leave out sects from work


  2. Helpful (5)

    "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.


  3. Helpful (6)

    "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!


  4. 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.


  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. 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.


  7. Helpful (2)

    "Tobacco Sales"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Territory Manager in Grand Rapids, MI
    Former Employee - Territory Manager in Grand Rapids, MI
    Recommends
    Negative Outlook

    I worked at Reynolds American full-time

    Pros

    Great Pay, Car, Travel, Bonus, Home Office

    Cons

    Some Managers are Nazis and take their job to serious.

    Advice to Management

    Hire better Regional Directors


  8. 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.


  9. Helpful (2)

    "It was fun at first until new management took over"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales Representative in Austin, TX
    Former Employee - Sales Representative in Austin, TX
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I worked at Reynolds American part-time (More than 10 years)

    Pros

    There were no pros to this job

    Cons

    Always changed procedures and followed you around in your territory all of the time

    Advice to Management

    If you are unhappy with employee fire them do not make them miserable


  10. Helpful (2)

    "Scared to lose your job, always."

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

    I worked at Reynolds American full-time

    Pros

    Interesting place to try to find a way to fit in with insane amounts of governmental regulations to stop you from doing your job. Always keeping you on your toes.

    Cons

    Too many layoffs. Over the last 5 years, the company has shrunk so much that people are overloaded. Additionally, IT is just inundated with work at all times, and there is never a chance to rest. You'll often work way too many hours and never get promoted for your efforts. Then, after all you've given up for the company, you'll be booted because they need to cut more jobs.

    Advice to Management

    Stop laying people off so you can take other stupid risks like buying companies that produce products to help your consumers stop using your product.


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