|
nyse:nwl
|
https://www.glassdoor.com?employer_id=1269885
|
Apr 25th, 2024 12:00AM
|
Open
|
Open
|
Newell Brands
|
Associate Brand Manager
|
Charlotte, NC
|
|
Okay
|
|
Nice people who work hard
|
Constant churn of employees for some reason
|
|
|
|
|
|
|
0.0
|
3.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
1269885
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
0.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=8033
|
Apr 24th, 2024 12:00AM
|
Open
|
Open
|
Yankee Candle
|
Sales Associate
|
Pittsburgh, PA
|
|
Best job ever minus the pay
|
|
employee discount
great coworkers
fun to work woth candles all day
very laidback
|
The pay was really bad.
|
-1.0
|
NEGATIVE
|
0.0
|
NEUTRAL
|
0.0
|
NO_OPINION
|
0.0
|
3.0
|
5.0
|
3.0
|
3.0
|
1.0
|
2.0
|
3.0
|
8033
|
Open
|
|
0.0
|
[]
|
TEMPORARY
|
No
|
No
|
|
2.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=368
|
Apr 24th, 2024 12:00AM
|
Open
|
Open
|
Jostens
|
Penetration Tester
|
|
|
Penetration
|
|
1. Increased market share.
2.Competitive advantage
3.Economies of scale
4.Brand awareness and loyalty
5.Revenue growth
|
1.Price Erosion
2.Resource Intensity
3.Competitive Responses
4.Brand Dilution
5.Market Saturation
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
3.0
|
2.0
|
3.0
|
3.0
|
3.0
|
2.0
|
3.0
|
368
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Apr 25th, 2024 11:16PM
|
Apr 25th, 2024 11:16PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=8033
|
Apr 24th, 2024 12:00AM
|
Open
|
Open
|
Yankee Candle
|
Retail Sales Associate
|
|
|
Loved it
|
|
Loved it! Love the product
|
Low pay overall but good discount
|
|
|
|
|
|
|
0.0
|
5.0
|
5.0
|
5.0
|
5.0
|
3.0
|
5.0
|
5.0
|
8033
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=357510
|
Apr 24th, 2024 12:00AM
|
Open
|
Open
|
Mapa Spontex
|
Responsable Ressources humaines
|
|
|
Team spirit et Comité Exécutif ensemble
|
|
Dans les bons comme les mauvais moments, l'organisation est solidaire et s'appuie les uns sur les autres
|
Tout le monde subit ensemble et est démunit quand le Comité exécutif se désolidarise
|
|
|
|
|
|
|
0.0
|
4.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
357510
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
0.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=1269885
|
Apr 23rd, 2024 12:00AM
|
Open
|
Open
|
Newell Brands
|
Operations
|
|
|
Tons of Opportunity, Challenging Structure
|
|
Matrix Organization allows for building relationships across functions and segments.
Many knowledgeable partners in Brands
Collaborative working environment
|
High turnover, especially in key leadership positions
Disconnect of stated priorities vs. action
Corporate consultants didn't understand Brands
Struggled to move candidates and actions through HR
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
|
|
1.0
|
3.0
|
3.0
|
3.0
|
4.0
|
4.0
|
3.0
|
3.0
|
1269885
|
Open
|
Consistency, live the values, allow the Brands to operate as planned
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
4.0
|
Open
|
|
|
Apr 25th, 2024 11:16PM
|
Apr 25th, 2024 11:16PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=357510
|
Apr 23rd, 2024 12:00AM
|
Open
|
Open
|
Mapa Spontex
|
Vendeur Conseil
|
|
|
Kxlspxn
|
|
Lxkxnslsnd jxisbb bsuiodnwkxk xjxixo zdixkxnx xnxidoz
|
Jdixnbd jdixkx xjxix xjkx zkzod bxid
|
|
|
|
|
|
|
0.0
|
5.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
357510
|
Open
|
|
0.0
|
[]
|
INTERN
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=1269885
|
Apr 23rd, 2024 12:00AM
|
Open
|
Open
|
Newell Brands
|
|
|
|
Great
|
|
The people are friendly. Great culture. The pay is good and when we get a bonus, it's usually quite reasonable.
|
Some departments are under staffed which heightens the workload on other members of staff.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
4.0
|
5.0
|
4.0
|
5.0
|
1269885
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
6.0
|
Open
|
|
|
Apr 26th, 2024 02:34PM
|
Apr 26th, 2024 02:34PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=1269885
|
Apr 22nd, 2024 12:00AM
|
Open
|
Open
|
Newell Brands
|
|
|
|
Leadership Revolving Door, Distrust, and Constant Layoffs
|
|
- Great opportunity to develop products for iconic and household name Brands
- Employees are amazing and passionate regardless of the poor culture
- Ability to grow and learn as long as you are seen as a top performer and are one of Leadership's favorites
|
- Leadership from Director and above says one thing and does another creating distrust through the ranks
- The only constant is "constant change". Every new leader that comes in has to reinvent the wheel because "the previous leaders did it all wrong"
- New Executive Leadership about every 2 years
- Employees work in constant fear of pending lay-offs for the past 2 years (11% in 2023 and 7% in 2024)
- Middle management is not given any autonomy, budget, or ability to make decisions (including if and which of their team members that are being laid off)
- The company touts itself for being diverse and award winning but Leadership does not truly know the culture of distrust through the ranks because of fear of speaking out and being labeled.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
0.0
|
NO_OPINION
|
2.0
|
2.0
|
2.0
|
1.0
|
2.0
|
5.0
|
1.0
|
4.0
|
1269885
|
Open
|
- Stop changing people in management roles and the people the are in them to allow some longevity and consistency for team members across the org.
- Stop saying that your employees are the most important thing
to the organization and then follow up with numerous massive lay-offs.
- Do as you say and build trust. i.e. During lay-off anxiety, don't tell employees at selective locations that they are safe and not going anywhere followed by an announcement that those locations are closing and shifting to another city. And then only offer selective employees the opportunity to move
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
6.0
|
Open
|
|
|
Apr 28th, 2024 08:58PM
|
Apr 28th, 2024 08:58PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|
|
nyse:nwl
|
https://www.glassdoor.com?employer_id=1269885
|
Apr 20th, 2024 12:00AM
|
Open
|
Open
|
Newell Brands
|
Senior Art Director
|
Hoboken, NJ
|
|
Great before Project Phoenix. Dumpster fire now.
|
|
Once upon a time, the work was awesome, there were tons of resources, and many wonderfully talented people in Hoboken.
|
They’ve had 4 rounds of layoffs since 1/2023, and keep making poor, spiteful choices.
Senior leadership wants a design factory, not a creative department, and has said so.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
3.0
|
2.0
|
1.0
|
1.0
|
1.0
|
2.0
|
1.0
|
2.0
|
1269885
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
4.0
|
Open
|
|
|
Apr 25th, 2024 11:16PM
|
Apr 25th, 2024 11:16PM
|
Newell Brand
|
Consumer Goods
|
Household Goods
|