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I worked at T-Mobile full-time (More than 8 years)Doesn't RecommendNegative OutlookNo opinion of CEODoesn't RecommendNegative OutlookNo opinion of CEO
Benefits and compensation. Phone plan, health insurance, stock options - all great.
Lack of development at upper levels of management leaves lower levels sorting out roles and responsibilities for themselves. Non-existent on-boarding programs above representative level - it's typically sink or swim. Lack of priority around leadership development, especially at the middle level management role and up - focus solely on high potentials leaving the marginal middle to fend for themselves. Not developing this level of management leads to employee attrition which is more costly than an effective development program. Many department directors lack the ability to manage confrontation or to provide directional feedback to direct reports resulting in stagnation. Since little interaction between regional VP and next levels of management take place those lower levels become scapegoats for poorly equipped directors. This leads to a loss of great talent across the organization. Much of the development for all employees is going virtual to save money. This has not proven effective or beneficial. When you manage face to face your development programs must be in kind. Programs rolled out at mid/lower management levels. Upper management has no skill mastery so the programs receive no endorsement or adoption by upper levels of management and change does not occur as a result.
Advice to Management
T-Mobile could fix a great amount of its attrition if it looked more closely at the VP to site relationships and VPs developed stronger relationships with the next two layers below the director level. VPs typically do not know anything about site middle managers beyond what they are told by their direct report, the director. This means one person in the company holds your fate in their hands leading to a lot of 'yes' people who are frightened to share ideas, be creative, and be themselves. No one dares to be honest, everyone just says 'yes'. Leadership Development programs are ineffective. Hired a team of people to coach roles they have no experience in. Investment would be better made to bring in outside organizations once a quarter to teach a specific course or skill - such as effective communication, change, emotional intelligence. No performance measures in place for leadership development team - which should include attrition measures and LOA reductions. Many HR teams are more like cliqs and are quite corrupt. Bend rules and have favorites. Environment being driven is be quiet and stay safe - speak up and be terminated.