Zayo – San Francisco, CA
Zayo is actively deploying turn-key Small Cell and DAS projects throughout the United States. These projects are deployed leveraging Zayos existing… Glassdoor
Zayo – San Francisco, CA
•Perform installation and installation, commissioning, troubleshooting and handling optical transmission systems; •Perform OTDR, Ethernet, BER and… Glassdoor
Zayo – Oakland, CA
• create & maintain RVP level dashboard reporting • inventory management support • track & manage invoicing issues (both within SF.com reporting and… Glassdoor
Zayo – San Leandro, CA
include the following. Other duties may be assigned. • Single point of contact for managing applications and relationship to ILEC and / or other… Glassdoor
10 people found this helpful
“Current changes pre-IPO are damaging morale and ulitmately the bottom line at an otherwise great company ”
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Zayo full-time for more than 3 yearsPros
I joined a company that promotes initiative, empowers employees to make decisions and encourages action over deliberation. It was refreshing to be treated like an adult.
1. This place is hard and the hours are a bear, but progressive work from home policies have allowed most of us to find work -life balance by not wasting time with commutes and the inanity of office politics. We work 60 or 70 hours per week, but we manage a semblance of work life balance by not wasting time on anything that does not result in a sale, support of a sale or support of an existing customer. With remote work we have demonstrated that we can fill those requirements and greet our kids at the door when they get home from school.
Work from home also saves money on parking, gas, childcare and lunches. It is the most powerful $0 cost benefit a company can offer and since we run the company with Salesforce on the web, we can work from anywhere and to be fair, management can just as easily determine that we are working, anytime, anyplace.
The company I joined valued results over activity and appearances. The superficial, the political operators and those looking for a place to hide need not apply.
2. The company I joined also valued talented salespeople by paying them for their individual efforts in a fair,measurable and consistent manner. This is especially important since many my peers came from competitors who are known for not paying as promised and manipulating compensation plans to the advantage of management. These companies essentially steal from their salespeople, happy to count the money, but not inclined to pay as promised.Cons
1. Proposed changes pull remote workers into into offices effectively destroying what has been a very successful work from home/remote work program. We have actually recruited some extraordinary people due to this and now they must feel that they were sold a bill of goods. We run the company on Salesforce, which makes it easy to both work from anywhere (or anytime) and for our productivity to be measured by anyone who cares. With Salesforce, the work is either getting done or it is not - location has nothing to do with productivity.
Evidently our leadership now believes that filling offices with people who do not want to be in those offices is going to magically create "company culture". This policy will eventually magically create empty offices as our people leave the company. We have a culture and it has nothing to do with an office, our culture is found in the kind of people who thrive here.
2. Zayo introduced a sales compensation plan on July 1 that actually states that it disconnects compensation emphasis from individual performance to team sales performance. It is now a team plan that limits what an individual salesperson can make based on the overall performance of the team. Additionally, this amount regulated by the subjective opinion of their manager. This new age form of Marxism should have no place in a company like Zayo.
Sales at this level is not a team sport, Salespeople are there for the money. Salespeople are individual contributors. The new, current "team" comp plan rewards mediocrity, encourages favoritism by management and kills any motivation for truly talented people to stay.Advice to ManagementAdvice
This is our culture: We rely on a relatively small number of highly motivated, intelligent , driven people to run a billion dollar company with the least amount of fat possible. We do not tolerate dead weight in people who do not make a positive difference and we do not tolerate methods or policies that do not make a positive difference. In return we expect to be treated like adults and paid commensurately for our efforts.
Encouraging and promoting remote work has made a huge positive difference in the work-life balance for many of us, many of whom are essential to the organization. Pulling us back into offices for the sake of "culture" will take that away with no clear benefit to the company or to the employees.
We do not need an office, a cubicle, a water cooler or a group hug to have a culture; we know who we are.
Our company is run for a profit, we are not a commune. Subsequently, if you want to count profits, then accept that the salespeople who bring in those profitable deals need to be paid in a clearly defined, predictable manner using math, not some new age, feel good Marxism. Please fix the sales pay plan fast. The very best we have will tolerate the current plan only long enough to pick and choose their next career move.Doesn't RecommendNeutral OutlookNo opinion of CEO