Appalling Company - Senior Manager Rexel Group Employee Review

1.0
Nov 16, 2023
Recommend
CEO approval
Business Outlook

Pros

This could be a great company to work for, but the cons mean this will never happen.

Cons

Where to start. At the top, the CEO (UK) is one of the most insincere business leaders I have ever worked with. Claims of safest place to work, we will look after our people are just that, claims. Safety at the new DC is just a phrase that is disregarded if it gets in the way of profit. I would urge the HSE to investigate the DC. The two most used words in his vocabulary are "thank you" but there is absolutely no meaning behind this at all. All he is interested in is pound notes, this business would sell their granny if it added a tenner to the bottom line. The whole UK exec are disingenuous and have no care for people at all. The treatment of people at all levels is disgusting. I have seen several people, recently, just kicked out of this business at a minutes notice. All of them senior people who deserve better treatment. If this business is to succeed in its goals then the Exec need to start listening to the people that really make a business what it is, and it is not them.

Explore other reviews about Rexel Group

5.0
Jul 6, 2026
Recommend
CEO approval
Business Outlook

Pros

Amazing team and atmosphere that made coming into work enjoyable

Cons

The base pay could have been more competitive with the industry across the board

2.0
Jul 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Decent company benefits and strong talent at the branch and sales level.

Cons

Gulf regional leadership is not effectively supporting the revenue-producing teams closest to the customer. What often presents as process, training, or accountability instead creates confusion, frustration, and reporting burden for branches and salespeople. When metrics become the focus instead of the support system, they inundate the field with activity, hinder execution, and create friction instead of progress. The company has talented salespeople, branch leaders, and field operators who understand the customers, markets, systems, and daily operating reality, but too many are underutilized while gaps are protected or explained away. That is how performance declines quietly: strong employees disengage, honest feedback gets filtered, and the company starts mistaking activity for execution. This is not a branch-level talent problem; it is a Gulf regional execution problem.

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