Bigelow Tea reviews

Bigelow is a family-owned company with a rich history, but its HR policies are in need of modernization to better align with current standards for employee experience and benefits. While the company boasts a talented and collaborative workforce, the culture can be highly political. Success often depends on whether you’re well-liked within the group, which can create a challenging environment for employees. One key area of concern is the lack of flexibility. For example, a request to leave 30 minutes early once a week to attend to my daughter’s therapy was denied by the VP of HR, highlighting a rigid approach to work-life balance. This inflexibility contributes to employee dissatisfaction and reinforces the adage: “People don’t leave organizations; they leave bad managers.” Additionally, the compensation and benefits package requires significant improvement. Pay is below industry standards, the PTO policy is inadequate, and the practice of tracking hours down to the minute for salaried employees is not only uncommon but also counterproductive. Furthermore, the tuition reimbursement policy is not guaranteed, as it is contingent on HR approval even after meeting the one-year eligibility requirement. These factors make it difficult for employees to feel valued and supported in their personal and professional growth. To retain and attract top talent, it is essential for Bigelow to embrace flexibility, improve compensation and benefits, and foster a culture that prioritizes fairness, support, and transparency.

5 days a week on site Dressing up every day Low pay Not much vacation offered Bigelow is stuck in another decade. This is mostly due to an older workforce who have all been there for a long time. There is no flexibility, will to change, or any sort of thought given to the future. The company banks on the name and being family-owned to attract talent while making a lackluster effort to offer benefits that prospective employees are looking for. Unfortunately, the name does not have much sway outside of the Fairfield area and the talent pool (in particular the younger population, who will become necessary to replace this aging workforce) has priorities that are at odds with what Bigelow is willing to offer. The company wants employees that aren't there for money or career growth and then scratches their head at the lack of qualified talent as if it is some huge mystery. This is not necessarily the fault of Bigelow, but due to being a relatively smaller company, there are very few options for career growth. Promotions happen for a select few, but many promotions are more in title than responsibility partnered with meager pay increases. The same amount of thought and effort in attracting talent is also the same amount of effort placed into retaining talent. In addition, there are the usual dynamics at play within a small company with a tenured workforce; petty drama, power trippers, gossip, and tattle tales. Definitely a culture of if you're in, you're "in" and if you're out? Well...they'll find a way to get rid of you. Which again, I think ties back to the earlier point. If you are willing to offer the pay (Fairfield is $$$$ and pay is not aligned) flexibility, growth, and benefits candidates want - the talent pool is your oyster and you are MUCH more likely to find people who are happy to be there, make an impact, and overall positively contribute to the long term success of the business. If not, you are lucky to get the best of the worst. There are many smart, passionate employees and overall it's not a horrible work environment. There is definitely potential IF (and only if) some real soul searching is done and there is a genuine effort placed on moving Bigelow into this decade. The stubborn minds that are stuck in the old ways HAVE to evolve while they are still around to do so. Changing the old school culture doesn't have to be a bad thing and there are ways to keep this culture alive while also moving forward. I don't have much hope that this will occur, but stranger things have happened.