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      Georgia-Pacific

      Engaged employer

      Georgia-Pacific reviews

      Expectations - Anonymous employee Georgia-Pacific Employee Review

      3.0
      24 May 2019
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Great benefits, competitive salary structure, seemed to have opportunity for growth, there are many great people that work for the company.

      Cons

      Lack of training opportunities, communication gaps, fear of retaliation if concerns are taken to higher authority per relationships amongst management within department. Be very clear on the “expectations” as they will be clear on you “not meeting” what was never explained. No opportunity to improve if you don’t meet the expectations you’re unaware of; some managers would rather just lose the talent completely than to fix their inability to train and lead employees.

      avatar
      Georgia-Pacific Response
      7y
      Hello- thank you for taking the time to leave us a review. MBM® is the framework and business philosophy we apply to our everyday work and business goals. As we continue to look at how we are leveraging this philosophy and practice, we appreciate your feedback on areas to improve. I would encourage you to speak to your local HR contact around any concerns or if you wish to remain anonymous, please contact our Guideline at www.reportlineweb.com/georgiapacific. Thank you- Molly from GP

      Explore other reviews about Georgia-Pacific

      5.0
      17 Jun 2026
      Quality control
      Recommend
      CEO approval
      Business outlook

      Pros

      good company and people to work

      Cons

      nothing so far i experience

      2.0
      3 Jun 2026
      Sales role
      Recommend
      CEO approval
      Business outlook

      Pros

      Autonomy Remote work opportunities Decent Pay - only if you negotiate it

      Cons

      Zero training Poor leadership Lack of recognition Constant focus on “closing gaps” - you’ll spend all your time talking about less than 2% of revenue/profit Inconsistent bonus payouts with no metrics to understand how they arrive at a figure No clarity on how to achieve pay increases. Constant responsibilities added to your role that were not previously part of the role you were hired for.

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