BRP reviews

Aggressive targets and bonus compensation becomes very difficult to achieve. Too many product lines makes it difficult to focus on growing all of them simultaneously.

• Strong micromanagement culture across departments; lack of trust is systemic and affects autonomy, motivation, and efficiency. • Workplace culture is highly competitive; colleagues may seek recognition at the expense of others’ work. • Diversity and inclusion are mostly performative. Language and cultural barriers lead to exclusion, while initiatives like “Yellow Day” focus on appearances rather than real action against discrimination. • Management and leadership often lack external experience; many leaders have spent their entire careers at BRP, limiting openness to new ideas, modern leadership practices, and human values. • Expertise and professional background are frequently overlooked, leading to frustration and disengagement. • Workload distribution is unfair; responsibilities increase without discussion, recognition, or proper support. • Movement between buildings or teams is unnecessarily restricted, even when justified. • Salary practices are inconsistent; Latino and immigrant employees are often underpaid compared to their responsibilities and experience. • Buildings are poorly maintained and often dirty, with little visible upkeep. • Overall, the lack of trust, excessive control, and weak leadership overshadow individual talent and effort.