Great culture - Management Campari Group Employee Review

Great pay, insurance and incentives and amazing company

Growing so it’s a learning curve

Great Portfolio. Decent benefits. Beautiful office.

The current Sales leadership has struggled to provide the vision, inspiration, and connection that a sales organization needs. There is a limited understanding of the nuances of the U.S. market, and no desire to try and learn, but the bigger issue is the inability to engage and motivate the sales force, as he just unfortunately lacks any charisma. At a time when the organization desperately needs strong leadership, clear direction, and energy, employees are instead left feeling disconnected and uninspired. A great sales leader doesn't just set objectives—they rally people behind them. That has been noticeably absent since April of 2024. The Marketing leadership presents a different but equally concerning challenge. There is a clear lack of strategic maturity and experience at the highest levels of the organization. That could potentially be overcome by surrounding the team with seasoned talent and encouraging diverse perspectives, but the opposite approach has been taken. Many of the company's most experienced and respected employees have been eliminated, while leadership has prioritized "juniorizing" the organization. The result has been a significant loss of institutional knowledge, strategic thinking, and innovation. Even more concerning is the culture that has developed as a result. Employees are increasingly reluctant to challenge ideas, provide candid feedback, or offer alternative viewpoints. Rather than fostering collaboration, trust, and open dialogue, the environment has become one where people feel disengaged, undervalued, and uncertain about the future. In my professional experience, I have never witnessed morale this low or a culture this toxic. What was once a highly entrepreneurial, passionate, and innovative organization has become a shadow of its former self. One of the most frustrating aspects of the current leadership team is the apparent focus on personal brand building rather than company building. Leadership frequently participates in podcasts, industry interviews, and thought leadership content, yet there is little evidence that the same level of energy is being directed toward fixing the very real issues facing the business and its employees. The perception among many employees is that leadership is increasingly focused on their next career move and external visibility rather than developing people, strengthening culture, or creating a sustainable path for long-term growth. While there is nothing inherently wrong with professional visibility, it becomes problematic when employees feel that leadership's priorities are misaligned with the needs of the organization. At a time when morale is at historic lows, experienced talent is leaving or being eliminated, and confidence in the company's direction continues to erode, employees are looking for leaders who are focused on serving the business and its people—not themselves. Most unfortunate thing is if leadership does read this, instead of actually attempting to address it, they will simply dismiss it as one person's opinion that has formed as a result of lots of change in an organization over a short period of time. Well, I wish the answer was that simple...