Avaya Reviews in New York City, NY Area

Pros

Company is small enough to allow networking with senior management yet large enough to present opportunities for growth. Recent innovation and acquisition put Avaya in an increasingly positive competitive position in the marketplace

Cons

Acquisition of Nortel has resulted in significant turnover in leadership. Internal processes can be cumbersome and difficult to navigate. Private equity ownership and plans to go public have resulted in a lot of cost cutting

Advice to Senior Management

Recent stability in leadership is very welcome and communications to employees have been consistent. Improvement in our execution in bringing new products to market is sorely needed

Pros

Great market to be in, every time some new opportunity coming up in

Cons

Either you are in Santa Clara or you are out. You are expendable.

Advice to Senior Management

Learn to manage your teams. And that includes their workload.

Pros

Colleagues are smart, very helpful and supportive. Managers are understanding and supportive of balance of work and personal lives.

Cons

Senior management and organization churn is an ongoing event. Company is extremely top heavy in management and this leads to inefficiencies and loss of very talented people. Constant change in management leads to constant changes in strategy and focus. Too many VP's reporting to VP's, too many directors reporting to directors. Company needs real workers not paper pushers.

Advice to Senior Management

Downsize VP levels and not levels below. Value people more and not top managers who leave within 2 years.

Pros

People, salary, strong engineering culture

Cons

upper management, private equity owners

Advice to Senior Management

Be honest and stop looking only at what you can get compensation wise

Pros

Great people around to work in the Engineering. Really good and interesting ideas and projects to work on.

Cons

No proper direction at all - always running around in multiple directions, making infinite plans - always in planning mode.
Consolidation of site - always ongoing and no proper future for talent pool.

Advice to Senior Management

Please please please provide proper direction. Please have a respect and sound strategy for site locations. Consolidation does not mean leave lot of good talent.

Pros

My peers and those who I supported were caring, knowledgable people

Cons

Very stressful environment and an unspoken distain for those of us who were legacy AT&T/Lucent employees

Advice to Senior Management

The fish stinks from the head up

Pros

People are great and work hard. Small enough to know higher ups but not too large where you feel like a number.

Cons

Company cannot break out of revenue range and has an attitude that it is still AT&T and can command customers and partners to do things the "Avaya Way"

Advice to Senior Management

Consistency with your programs, leaders and partners. Too much change creates an environment of uncertainty which is why people and partners do not invest in Avaya.

Pros

constant challenges and new work

Cons

lacking work life balance due to very long and unpredictable workdays

Advice to Senior Management

make major reorganizational changes required and move on with those left. Recognize and reward those still there

Pros

Good place to work, however it keeps on changing.

Cons

constant changing enivornment, too many layoffs

Advice to Senior Management

recognize and organize

Pros

Mid level associates (those who do the real work) are generally good and capable people
Flexible working conditions
Very real potential for the company to re-gain its greatness, but only if leadership takes a longterm view and stops concentrating on the next 6 months.

Cons

Unrealistic goals with insufficient resources
Leadership regularly sets everybody up for failure
An almost insane notion that we can do more with less and keep high quality
A premium on training but we are given almost no opportunity (money and time) to do so

Advice to Senior Management

Get real. You can tap the same resource for 100% of her time only so often. A constant and willful ignorance of the truth about resources, while continuing to take on more work without any notion of slowing or freezing other initiatives is a recipe for failure.

The CEO seems to get this, the VPs seem to get this, but the other C-bands blindly push ahead.