Producing career ladders NOT goods
Pros
Loads of benefits - massive website dedicated to benefits from typical health and dental to family leave, tuition reimbursement, adoption and legal aides. So many things available its easy to forget some. Fair market pay - based on National avg NOT regional. Doesnt take into account COL in places like the NE US or SoCAL US. If you start with them out of college you get bathed in "The Enterprise' system". Meaning you get to (and are pushed) move to a new position every 18-24mo. Churn and burn movements where one never is in a space long enough to fully MASTER the position - but you get to keep moving up and along the career ladder
Cons
Loads of time wasted on meetings where feedback and input is not considered. They do NOT value category/industry/accounts/field experience or knowledge ESPECIALLY if it is not inline with the "marketing research" results the marketing team (each member w less than 2yrs experience working on the brand or products or industry) has settled on after sampling 600 customers. Growth is not through innovation or development - no one is on a brand or team longer than an average of 2yrs so brand teams never have the full pressed history and knowledge of the brand, its customer histories, or industry knowledge. Growth is done through price increases, smaller packaging, or acquisition of companies to expand the enterprise's portfolio. Market share, share of wallet, household penetration is constantly eroding. Acquired companies that were once known for quality, value, and growth are ruined by General Mills. Watched this occur MULTIPLE TIMES - The acquired staffs are laid off, or pushed out, they are not considered for career moves within the enterprise as overwhelmingly already established (started career w Gen Mills out of college) internal candidates have already been chosen/groomed before internal job postings. When the acquired staff members can't move up or given even an phone interview chance to move around the career ladder they leave, which is the goal of "The Enterprise". Eventually the acquired staff is slowly laid off as poor strategy moves by VPs lead to declines in sales thus requiring cost cutting or a need to "pivot" resources. Marketing Teams that have been working on the brand/product/category for less than 12mo put together plans that are signed off by VPs and Sr VPs even after vocal push back from sales teams and major account buyers. Changes hit the market and experience loses of $300M and major losses in market share or retail footprints the marketing team members and VPs have been pushed along the career ladder to a different brand/product/category (no accountability) and then layoffs of lower sales teams occur. Making food the World loves - They don't care about quality. They don't care about health and well being of consumers. They replace high quality ingredients and production standards with lower cost inputs to improve their "holistic margin management" HMM. Carcinogenic dyes and preservations are used where permitted. The company KNOWS better, they have the data, they have the ability to do better - they ACTIVELY not only chose to put out lower quality but actively lobby and work with the governing bodies (FDA in the US) to use known toxic ingredients to have lower costs - remember they are only making $$ and "growth" for shareholders by inflating prices and cutting costs because they are losing product turns. It is more important for the company to LOOK like it is supportive of diversity and social causes than to live it. The "Enterprise" does NOT actually promote real diversity and inclusion, only that which is surface level visible (i.e. percent of non-white, non-male, gay, etc of staff make up and groups on internal Facebook style media). There is no room for diverse ideas, or inclusion of varied experience - 100% group think and confirmation that it is BAD for business! Don't disagree with a strategy a superior has presented, push back and get pushed out/held back.
