Avis Budget Group reviews about "team"

can have better pay for the job.

Within the sales team, new hires are brought on for permanent roles with the expectation that their skills and experience will ensure the successful completion of all assigned deliverables. Once targets are consistently met, however, it is not uncommon for the team to bring in a new candidate after a few months, often citing restructuring as the reason for the change. Typically, only senior leadership—those with over two decades at the organization—are retained and continue to receive substantial bonuses and profit-sharing opportunities. Most other employees are let go within three years or less, a pattern that has persisted for many years.

Leadership quite distant but good middle-low management

system update but it happens once every 4 months not to much of a challenge.

Naturally there's a learning curve with any new role. It's been a lot to take in, but that's more about being new than about the company. The support I have makes it all feel manageable.

A bit slow. Old systems and technologies.

My experience working at this company was, without question, the most toxic and unhealthy working environment I have experienced in my career. The culture created by senior management felt dismissive and deeply unsupportive. Communication was often condescending, accountability appeared inconsistent, and employees were frequently expected to tolerate behaviour that damaged morale and trust across teams. As a female manager, I regularly felt talked down to, overlooked, and treated differently from some of my male counterparts, including in relation to pay and recognition. In my own case, I discovered that I was earning significantly less than my male predecessor in the same role, despite being held to the same expectations and responsibilities, if not more. More broadly, there appeared to be an ongoing issue with staff feeling underpaid and undervalued across multiple areas of the business. Over time, this had a significant impact on my confidence, wellbeing at work and overall mental health. There also seemed to be a constant cycle of broken promises when it came to reward, progression, and recognition. Employees were repeatedly encouraged to “be patient” and trust that hard work would eventually be acknowledged, but in my experience those promises rarely materialised in any meaningful or consistent way. This created a culture where many people felt exhausted, demoralised, and undervalued despite giving a huge amount to the business. The company’s systems and processes felt outdated and inefficient, while attempts at change were often slow, inconsistent, or poorly implemented. In my experience, decisions were frequently made that negatively impacted both staff and customer experience. What I found most disappointing was how little genuine recognition there was for hardworking employees. Despite the effort many teams put in every day, people often felt invisible, undervalued, and unsupported. I would strongly encourage anyone considering a role here to research carefully and ask detailed questions about company culture, management style, progression, and employee support before accepting a position.

Poor work life balance. often working 6 day weeks on unsociable hours with last minute rota changes High targets. not much proper training

-System slows down from time to time