1. "Great Company!"

    5.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
     
    Recommends
    Positive Outlook
    No Opinion of CEO

    I worked at Reynolds American

    Pros

    -Great people -Great company culture - Great leadership team in the area I was in -The company stresses the importance of the TM role and you can have a great career and retire very comfortably in that position. -Great work/life balance. Management entrust that you are performing in your position. Not a whole lot of stress by management as long as you are executing on the initiatives. -Absolutely should be considered one of the best companies you can work for. Made the wrong decision leaving. -The company invest in sales training that helps you in your everyday life.

    Cons

    -Little chance of advancement if not mobile. Just the nature of a global company. -The TM role can get monotonous each day going in and out of convenience stores but that is the nature of the position. -The company changed the pay structure after I left but at the time with the TM top out on salary and no upward mobility it left in a place for no more growth financially. Still a comfortable living depending on location.

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    Reynolds American2019-10-15
  1. Helpful (4)

    "Territory Manager"

    5.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Territory Manager in Spanish Fork, UT
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Reynolds American full-time for more than 3 years

    Pros

    Great Benefits, Great Team Awesome Leadership

    Cons

    The "succession" or opportunities for advancement is somewhat frustrating.

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    Reynolds American2019-11-30
  2. Helpful (5)

    "Here is the bottom line"

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Territory Manager 
    Doesn't Recommend
    Neutral Outlook
    No Opinion of CEO

    I have been working at Reynolds American full-time for more than 5 years

    Pros

    The biggest allure of Reynolds is two parts: pay/benefits and work-life balance. 1) Pay/Benefits: After becoming a TM III, you make a $64,000 base salary, alongside a 20% bonus, a company car and unlimited gas. These three items are the top 3 attractive qualities of this organization. 2) Work-Life Balance: The other part that is positive is that this role is exceptionally easy. You are a gas station merchandiser that threatens termination of contracts (IE money) to gain leverage over our retailer partners. After your first year, if not sooner, you will be able to do your job in less than 30 hours a week.

    Cons

    The cons list unfortunately runs long but I'll summarize to the most pertinent parts: Talent development, career opportunities, complacent management and it's culture. I want to preface this by saying these cons are the rule, not the exception. My experience is a conglomerate of multiple different regions, several division managers, and a network of peers who have had similar experiences. 1) Talent Development: The organization likes to say it develops talent, but unfortunately, it really does not. It does an excellent job of offering a boisterous amounts of online videos (called CBTs) but the problem lies in the fact that most of the division managers, who are in charge of developing talent, are a relic of a previous era. They generally do not have business acumen, selling skills, or even ability to coach in general. This is problem #1. 2) Career Opportunities: The timeframe for a promotion from a TM to AM is anywhere between 3 years and 7 years. With the average skewing probably closer to 6. The problem lies in the fact that even despite their recent restructure, Project Propel, most division managers have been in role for over 20 years. I'd say more than half of all division managers are tenured lifers. This has clogged the funnel exceptionally. In addition, there are extremely limited opportunities outside of trade and those don't exist until after Key Account Manager. 3) Complacent Management: Division Managers/Key Account Managers who have been in the role for sometime are, for a lack of a better term, horrendously unqualified both in capability and a lack of willingness to actually develop employees. Some simply do it for the paycheck. Most are just poor at identifying talent. They were probably good 20 years ago but they have not had to fight for their roles anytime recently. 4) Culture: All of these issues are really symptoms of a poor culture; a culture that values yes-men (and women!). Trade needs far fewer reps, far fewer DMs than even Project Propel is targeting. The reality is that quality supersedes quantity by a far margin. One great rep calling on 200 stores would be far more beneficial than four average reps calling 50 stores each. The bloated nature of Trade brings in poor quality reps who eventually become poor quality DMs. This leads to poor performance reviews, poor succession reviews, a yes-person culture, constant attrition and inevitable deterioration of company morale and productivity.

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    Reynolds American2020-05-29

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