Sinking Ship - Territory Manager Reynolds American Employee Review

1.0
3 Sept 2021
Recommend
CEO approval
Business outlook

Pros

Paternity leave Package for leaving even though they changed it a week before announcing propel 2.0

Cons

Lack transparency they want us to keep us business so we don’t see how bad the business actually is. This is a dying business that they doing what ever possible to hold on. Eventually, they want to get rid of much of trade as possible. The shares have performed terribly and they give the ceo a big raise while laying off people for the second time in 2 years. The culture is terrible look at the other reviews. I wish we could see the score within the last year it would be like a 1.7 They constantly do shady things after another and there is no trust any where. They finally got brave enough to do a employee survey after 2 years after the merger. Good luck with that HR. Not that they would care. They never want our feedback any ways.

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Reynolds American Response
4y
We strive to provide our employees with an environment in which each person feels heard. Hearing your perspective of the pros and cons helps us improve our processes and make the company a better place to work.

Explore other reviews about Reynolds American

5.0
3 Apr 2026
Recommend
CEO approval
Business outlook

Pros

People were great, pay was great, they really wanted to help you learn and build professional skills

Cons

Ethics issues working for a company that makes harmful products

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Reynolds American Response
2mo
We appreciate your review, and are glad to hear you enjoyed the people, and opportunities to grow your career.
1.0
1 July 2026
Recommend
CEO approval
Business outlook

Pros

Company car and free gas

Cons

1. The managerial style of the district manager in Seattle is extremely petty, his reviews make no sense whatsoever, and there is a rampant culture of favoritism going on in his district. 2. The insistence on doing “work withs” for a person with high functioning Autism was absolute torture. Even though reasonable accommodations were requested by me, none were given. 3. The district manager also referred to me as in proper nouns that were derogatory and EXTREMELY offensive to someone with Autism numerous times. 4. The payout of bonuses were also extremely infrequent, even though I qualified for them. 5. Finally during the interview process, one of the biggest selling points that was made to me was a promise of a work life balance with “exemplary pay.” Neither of which came to fruition.

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