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Excerpts from user reviews, not authored by Glassdoor
- "Bad management everybody is lost" (in 6 reviews)
- "Leadership is disjointed and direction not clear." (in 6 reviews)
- "Structure is relatively flat, hence limited career progression" (in 4 reviews)
- "bonus and increment almost non" (in 3 reviews)
- "Huge lack of alignment with the acting CEO and marketing management team, possibly too many 'yes' people in posts which means chaos has trickled downwards." (in 3 reviews)
Reviews about "pay"Return to all Reviews
- 4.026 Jan 2016Anonymous EmployeeFormer Employee
Friendly workplace, very interesting work site up in Scotland, the experience was valuable and has served me well. Pay was good.
Very far from anything except itself, projects require individual effort to remain interesting and more budget required to try new ideas.
- 4.027 Jul 2022Assistant Marketing ManagerCurrent Employee
People in the company is good Plenty of opportunities in APAC
Very less pay compare to the industry standard Heavy work load Low work life balance
- 5.030 Aug 2016Anonymous EmployeeFormer EmployeeDufftown, Scotland
Amazing team and staff members. Managers take notice of you when they walk through your department. They also pay a living wage not the minimum wage so its usually £2 more an hour for seasonal workers. Would love to work here permanently.
Nothing major. Maybe a staff canteen would be worthwhile.
- 3.03 Dec 2020Ops Team MemberFormer Employee, more than 5 yearsEdison, NJ
I had a relatively positive experience working at WGS. The US Ops Team leadership took to me to ensure that I was always challenged and supported. I was able to work various roles and gain invaluable experiences. The people I worked with were some of the best people I've met and I keep in contact with some that have really changed and influenced my life. The benefits in the US Business were great and the HR team did a great job of adapting and adjusting to ensure we had some of the best benefits out there. Talent development was the main aspect that kept me at WGS. The US Ops team wholeheartedly believed in talent development.
The glint of an amazing job can be dulled very quickly at WGS. Often times, they (Corporate WGS- Scotland, more specifically Leaders at SBP in the Packaging Supply Chain Team) are late on extending/conferring promotions, raises, adoption of new ideas, and just general appreciation for the work being done. Culturally, there are 'token' members throughout the organization to spread the Gospel that WGS as a whole is Inclusive. The US accounts for the majority of the inclusiveness. However, throughout the organization, the inclusion of 'thought diversity' is scarce and even frowned upon/shunned. Don't go in with any ideas of your own. If the Senior leadership team didn't think of it, they don't want to hear about it. Long term career wise: get in, get your experiences, work on your talent development, and get out. Don't expect average pay in the US Ops team.3
- 4.027 Apr 2021Assistant NPD ManagerCurrent Employee, more than 1 yearLondon, England
Brands are amazing Family run business makes it very welcoming and less corporate People are great
Terrible pay and rewards Poor internal progression1
- 5.029 Nov 2021Finance AnalystFormer Employee, more than 3 yearsRichmond, London, England
Amazing work life balance with great rewards for success.
Inconsistent company policies across different departments. Lack of pay reviews and opportunity for career progression
- 3.010 Sept 2018ProductionCurrent Employee, more than 5 yearsEdison, NJ
Good pay. Nice trips and activities/events.
A good company to work for depending on the department you are in. As far as advancement goes its a house of cards. Political and inner circle cliques.3
- 1.029 Apr 2021ManagerFormer Employee, more than 5 yearsRichmond, London, England
Fantastic brands with true heritage. Talented people, committed fellows. Work-life balance. Flexible working.
Highly toxic environment now fully dominated by ex Diageo failed leaders. Brand and Marketing managers are considered expendables at the service of the career development of their directors. Talent development and D&I agendas are a total joke, don't be fooled by what they tell you during recruitment: women, non native English speakers and people of colour have no space whatsoever, except for rare tokenism acts. Gender pay gap is widening instead of improving. No real focus on strategy, it's a constant fight between global/regional/local teams to secure 'quick wins' and get the loudest, most influential director promoted. If you don't work on Glenfiddich or Hendrick's your brand won't get any attention. No real insights / data backing of projects. Constant reinvention of processes, rules, structures, markets cannot keep up and have stopped caring. NPD teams are great but they are ridiculously understaffed, underpaid and the time to market is so slow that most competitors (even small companies) manage to launch the same concepts before them. However it's not bad for everyone. There is a clear preference to promote candidates that tick at least one of the following boxes, the more you can tick, the higher you'll go: 1. Male 2. White 3. English / Australian 4. Ex Diageo / Pernod 5. friend of the CMO14
- 4.026 Jan 2016Special Events BartenderCurrent Freelancer, more than 1 yearNew York, NY
Events are always fun and organized, and the variety of venues and event themes means you meet really interesting people. Pay is also good!
I can only speak as a freelancer, my only complaint would be that I want to work more!