BT Global Services Reviews

Pros

Decent Pay and the staff are all Nic people but I am not wholly sure on the companies potential growth and future direction

Cons

Not Decent Promotion opportunites and the staff are all Nic people but I am not wholly sure I will stay there too long

Pros

Flexibility, training opportunities, ability to telecommute. A lot of smart people.

Cons

Large company, lots of process that can ambush progress and margin, poor performance management and review process.

Advice to Senior Management

Improve brand recognition in the US. Streamline sales and fulfilment processes!

Pros

Opportunity for fast growth with the right know how

Cons

watch your back when going fast

Advice to Senior Management

bring about a balance

Pros

The most global enterprise network operator; high integrity; we listen, we learn, and we act; strong commitment to employees; many different options for personal development and growth; plenty of talented people.

Cons

Business processes need updating; admin heavy; matrix structure tends to create silos; flexible working culture needs review; approach to reward and recognition is weak.

Advice to Senior Management

We have more opportunity than we think; now our business is once again on a more stable footing it's time to place our bets more definitively, and with stronger leadership.

Pros

Able to work remote; flexible work schedule supported; able to be self-directed and work independently; very friendly and knowledgeable employees

Cons

Global business driven out of UK; little to no career or professional growth; people are not assets, just pawns; lack of strong executive team; lack of execution of strategy; no sense of urgency

Advice to Senior Management

Need to listen to employee feed back at all levels; systems improvements greatly needed since a lot of work is manually completed; focus on ene to end processes needed

Pros

great brand; work life balance

Cons

slow internal processes; performance management not well developed

Pros

- work life balance
- accessible leadership
- potential for working in different locations
- work with different clients e.g. investment banks, pharmaceuticals, public sector etc.

Cons

- lots of middle management
- no real performance management out of the business for poor performers who can coast along
- sometimes feels difficult to progress

Advice to Senior Management

support and encourage those ready to take a step up the career ladder... don't try to penny pinch on salaries too much as the talent just walks

Pros

You learn a lot very quickly (mostly because you're just thrown into the deep) and company has industry leading products & solutions to offer to its clients

Cons

Terrible internal processes & systems - materially hampers you from doing your job well. Sigificant amount of time spent making the internal processes work. Senior execs in the UK realise this is a global problem refuse to fix the root problems. Global organisation structure is a nightmare - way too many silos and matrices resulting in lack of accountability & ownership

Advice to Senior Management

Instead of merely tactical short-term initiatives, you need to address the internal process issues that the company faces. These problems have existed for years but are never really addressed

Pros

Promotes work life balance and give you time off when desired

Cons

No vision for an employee development.

Advice to Senior Management

Too many layers of communication. If cut off few, process will be much faster

Pros

Strong brand in the market.
Definatly expanding in APAC.
Governance and process are strong and eficient only once you know your way around them.
Friendly working environment.
Home working is avaialble for many
Office is pleasant, Plety of local food choices and a pantry if you bring your own like me.

Cons

Talent development and 'pepole management' is talked about but not practiced. Increased focus on "people management"and there are some strong people managers who make the effort to support andtry and develop their staff however this is depended on the individual manager. Hiring new people into the company is more difficult than most.

Advice to Senior Management

1) The cost of talent development has got to be LOWER than the cost of talent renewal. BT could improve in the area of leadership develoment. There needs to be somthing other than shifting people around side-ways. A programme of mentoring would be viewed as a prize. Next time there needs to be a 'restructure' take a bolder step and target low performing people managers rather than trimming the bottom of the pyramid. Essential people who save little in cost by removing them.
2) BT should ensure BT products and services are used by their employees so that people understand better what their company provides their customers.