Great team and decent pay, but communication issues exist - werkgeversreview Key Accounts Specialist bij Brenntag

Financial security and strong motivation from competitive salary and bonuses. Comprehensive benefits package (Gym reimbursement, health, retirement, PTO, and personal & wellness time off). Fair compensation based on experience. Good work-life balance supported by benefits. my role: Easy to work for Brenntag as it's highly recognized and established reputation. Extensive and diverse product portfolio. Large existing customer base for relationship building and upselling. Robust operational efficiency and logistical support. Competitive advantage in pricing, rush orders, caustic, resources, and expertise.

Time-consuming manual prospecting methods. No lead generation tools, difficulty in scaling new business development efforts which is part of our KPIs. Higher risk of missing promising leads or market segments due to lack of prospecting tools. Over-reliance on internal resources or personal networks for new business.

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

-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.