A better tomorrow for who? - Account Manager Reynolds American Employee Review

1.0
Sep 21, 2021
Recommend
CEO approval
Business outlook

Pros

Decent pay, good vacation, child leave

Cons

Everything. Who is a better tomorrow for? Shareholders? Corporate leadership? It sure ain’t for field director level down at this point. This whole situation is beyond sad. I don’t know what company can afford the loss in talent that we have just went thru. Don’t worry though, they’ll have a fresh faced global graduate with no experience ready to force ship endless product in your place. Our customers, yes, account level too, are sick of our BS. If I were a category manager for a major chain, I would be throwing my weight around at this point. We have funneled everything into major chains forsaking smaller customers that helped build our business, not to mention Lorillard’s that we paid so handsomely for. There will be a day when one of the big guys pulls the rug out from under us and we will have to beg the “little guys” to get back in the door. I know what I would say after 3 plus years of continuous realignment, resource reduction, and ENDLESS brand launches that aren’t selling. “No thanks!”

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Reynolds American Response
4y
Our organization is on a transformation journey. We value your feedback. 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
Apr 3, 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
Jul 1, 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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