Minion (Former Employee) – New Jersey – October 9, 2016
Stick in the past. Legacy employees throughout. Entire staff is middle-aged to old. Senior Management is dishonest. HR is useless. Middle managers are scapegoats. No loyalty or appreciation shown towards employees.
Shader (Former Employee) – Johnstown, NY – August 4, 2016
Everything seems great when you start. Good benefits, good pay, not bad hrs. Very dependent on new hires to work very hard, yet shows a lot of favoritism to select individuals. Honestly, seems more like high school in the way its managed by shift leads, upper management is excellent though. There is too much of the blame game between all shifts. In actuality only the shift leads are unprofessional with the exception of the first shift lead. Co workers are very friendly and knowledgeable and most work as a team with others. I enjoyed my job as a shader. The job duties, depending on what your hired as, are challenging with a very strong attention to detail and very little room for error, which I loved. If the shift leads were more professional and adult like, it would be an excellent place to work.
excellent benefits and pay rate
Shift leads need to be more educated, and act a lot more professional
Customer Service Rep/ Trainer (Former Employee) – Flanders, NJ – May 23, 2016
I started as a temp to hire worked for 3-4 moths and moved up quickly. Hire Full-Time and almost immediately moved up taking over fax distribution team. Was selected to participate in new Sap system debugging program due to company integrating SAP from infinium (an ancient data entry program). After most of the bugs were clear I was nominated do to my knowledge of SAP, to take over training position. I trained current representatives that had been there from 2-20 years as well as 15 new employees retaining 12. Personally every day was less then typical because my hours would be changed to meet company needs. I've learned a lot about paint and its distributers. My co-workers were very helpful at 1st after while I was doing most of the helping. Hardest part of the job, to me was keeping everyone up beat to meet specific cut off times for order to be entered and warehouse to receive it in time to have it on truck for next day delivery( which is a Benjamin Moore pledge. Most enjoyable were also co-workers and the 2 managers. they were very knowledgeable and have great personalities.
Always changes, Great benefits, Great Bonuses, Great Pay, Helpful Co-workers Kelly Pardo and Kim O'brien the Best
The CEO is never seen in the halls, but he's actually a good guy who most would like to work for. The VP's create a sometimes nasty working environment, many worked their way up from other positions and have know it all attitudes or condescending behaviors, they play favorites and cause a culture of back stabbing. Many mid level people keep to themselves and try to stay out of the politics and they wind up falling out of favor and being killed off.
The company lacks a 360 degree culture that holds the VP's more accountable for their pieces. VP's protect their own vested interests and create a silo effect. They are very skilled at schmoozing the CEO team as well, but they treat their people poorly, except the ones they really get along with.
Benjamin Moore is a tough company to come into and succeed in. Priorities change frequently, none of the data systems talk to each other and the VP's run their areas poorly. There is no commitment to modeling the company's Foundational Beliefs. As a result, the atmosphere is downright dreary and negative at times. Core values should drive an organization. Benjamin Moore has them. They don't walk the talk. Bottom Line Here.
The company's outlook is kind of gloomy. They continue to sell to the Independent Channel but they don't truly listen to the Dealers. People that have been there many years always say things like, "We tried that 20 years ago" or, "There is no shortage of ideas, everyone has lots of ideas."
What this company needs is a team that visits Dealers and truly takes their feedback to the Leadership team and then,more... all the VP's are held accountable for following though and really getting things that matter done.
The Dealers are also closing shop or adding competitive lines and one by one, the points of distribution shrink. Recent commercials reflect an Ad campaign that talks about what's in the can and a tiny bit about the Dealers who sell the product.
Shoppers don't care about the technical attributes of the paint that much. Shoppers want color. That's it. Yet, the ads are driven by a Manufacturer who is too focused on what they make and how they make it.
Shoppers also don't really get why Independent Dealers are better. They perceive the Benjamin Moore Paint to be similar to other paint. All things being equal, price is the deciding factor and Benjamin Moore is expensive.
The only thing that would work would be to market and drive the Benjmain Moore colors & educate customers on how these colors can't be copied.
The ads should have a Pintrest, Design Oriented feel. They don't. They stink. Its shocking to see how bad the Marketing Leadership is. One by one the CMO's drive the future of Benjamin Moore further away from that Designer Feel they should gravitate towards.
Meanwhile, competitors focus on what in their ads? Color. And their colors do NOT compare to what Benjamin Moore has to offer.
Females and Couples see neat things on Pintrest and they want to make their homes look like this. But the retail experience at many Dealers is nothing like what they need to experience.
The real problem with Benjamin Moore's future is that Silo's fight each other instead of creating continuity and synergy. Instead of striving to achieve a customer experience driven by look, feel, positive experience, brand standards and above all - a strong color experience, Benjamin Moore's focus on Retail and Marketing is AWFUL and the customer experience is just not consistent.
Some of the stores get this and they create AWESOME. Benjamin Moore needs to shoot commercials in these stores and listen to what these types of Dealers have to say. But they don't get it. Seems like they never will.less
12 Paid Holidays a Year
Cut-Throat Culture Created by VP's Not Concerned with 360 Feedback, Poor High Level Marketing and Retail Strategy
Manager (Current Employee) – Montvale, NJ – February 1, 2016
There have been many changes over the years at this company. Change is good but change is also difficult. New systems, new people and new challenges. The team is now ready to move forward and seeks growth.
Analyst (Current Employee) – Montvale, NJ – January 7, 2016
Family run company that had a culture shock when a corporate CEO was hired. Many people lost their jobs and morale was terrible. There have been changes since and is getting better, but still seems like a company without an identity.
Scout for new dealer distribution, work with current dealers, driving new products into the stores and to end users. Set new stores, outside contractor sales calls, create product spec's for painters. Sold industrial coatings for Industrial application and Lacquer's to cabinet shops
filling (Former Employee) – johnstown – September 23, 2015
Very stressful place to work some of management were bullies to get there numbers out. If you were temporary it took forever to get full-time unless you were in their click. Very few women worked there and thats how they wanted it and it was obvious.And the free lunches were only on occasion not every day or week!!!
Director (Former Employee) – Montvale – May 27, 2015
Senior management is holed-up in their executive wing, making strategic decisions with little input from the rest of the company. Constant churn of employees as the whims of the strategy change. Sales continue to decline year over year, while competition grows at double-digit pace. Not a good long-term outlook here.