Good Company - Shift Manager bei Anheuser-Busch: Mitarbeiterbewertung

4,0
6. Juni 2014
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CEO-Befürwortung
Geschäftsprognose

Pros

If you show initiative, you will be encouraged to explore, though given limited budget Good compensation Great people work in the beer industry If you are smart and want to get ahead, you can very much do it

Kontras

With limited IT department, it is difficult to pursue enterprise tech innovation. Lots of room for improvement here. All non-hourly employees are overworked, but the compensation is generally in-line with that. Definite difference to how employees are treated based on what organization they are in - supply vs. sales (sales is better) Continued budget cutting and conflicting initiatives between organizations produces higher-than-average stress

Mehr Bewertungen zu Anheuser-Busch entdecken

5,0
17. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great benefits and fun culture

Kontras

Work life balance, weekend work

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Reaktion von Anheuser-Busch
1w
Thank you for sharing your feedback and for recognizing our benefits and culture. We’re proud to foster an environment where colleagues can build meaningful careers and enjoy working together. We also appreciate your comments regarding work-life balance and weekend work. While certain roles may require schedules that extend beyond traditional business hours, we recognize the importance of balance and are continually looking for ways to support our employees while meeting the needs of our business. Thank you for being part of the Anheuser-Busch team.
1,0
2. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Free beer and decent salary

Kontras

They have completely expunged meritocracy from their culture and replaced it with DEI. Anyone who is reading this, I would highly encourage you to read Anson Frericks book “The Last Call for Bud Light.” From diversity dashboards to racist rhetoric, it is a toxic culture from top to bottom. Management pretends like they want feedback and then does nothing when they receive it. Stay away.

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