Brenntag Great Lakes - Anonymous employee Brenntag Employee Review

2.0
Jul 21, 2014
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Brenntag does offer a full line of nice benefits at a reasonable price. Unlike our larger competitors, we are not in a state of complete disarray which gives a sense of job security.

Cons

As a sales rep, you will have to argue and fight for every penny of earned commission. BGL management will find every reason to keep it and sales reps get tired of fighting over money. This is why we are having a huge amount of turnover. If I had the option to leave, I would leave today. If it was not for my direct manager, I would have left a long time ago. As for other parts of the company, materials management is OK, but could improve. The HR department couldn't be any worse, but fortunately other managers understand the benefits if you have any questions. Operations has had their share of turnover too so it is a struggle at times to get products delivered on time. As a general rule, most of the top managers (for the Great Lakes region) have no moral compass. A great company to work for but you will be exhausted from fighting for what you have rightfully earned.

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Pros

Remote work, decent pay, great team

Cons

Not always the best communication among different teams

2.0
Apr 22, 2026
Recommend
CEO approval
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Pros

Flexible/hybrid work options depending on the team. Some strong colleagues and supportive direct managers.

Cons

-Leadership decisions lack clear rationale: Many strategic and operational decisions feel disconnected from on-the-ground realities. Initiatives are frequently rolled out without proper planning or follow-through, creating confusion and rework. -Top-down culture with limited transparency: Communication around major decisions is often vague or inconsistent, leaving employees unclear on priorities and direction. -Internal politics over performance: Advancement and influence can depend more on alignment with leadership than on results or impact. This slows execution and discourages initiative. -Inconsistent recognition and growth opportunities: Performance management can feel constrained, with limited differentiation for top performers. Career progression is unclear and often slow. -Cost-driven decisions at the expense of people: Many choices appear focused on short-term financial outcomes rather than long-term employee development or operational effectiveness. Lack of cohesive strategy: Teams operate in silos with shifting priorities, making it difficult to execute effectively or build momentum.

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