Citizens Communications Reviews

Pros

Employed
People are some of the greatest

Cons

Management is more interested in their bonus numbers than running the company.

Advice to Senior Management

Treat everyone with the respect they deserve.

Pros

If you live in fairfield county connecticut and want to work in the hq office then the commute probably isn't too bad.

Cons

very layered
very dated
too small to be layered
want to play like the big boys but don't have the cajones to do it
very very top heavy
too many senior leadership neither strategic or SME of their area (but they know old-school telcom)
no vision
poor organization and planning
poor internal communication

Pros

good pay and great people to work with.Frontier is growing so there is some hope for transfers to different locations.

Cons

No training at all. If you work outstate you get all the old stuff. no budget for new hsi equipment because of all the changes going on.

Advice to Senior Management

Put money into the plant and to your employees. If you do this you will see harder, smarter and more loyal workers. Stop using threats and intimidation to skirt the contract.

Pros

Frontier got me started in my career, and generally equiped the employees for the job. The people are the best part of the place.

Cons

Frontier was great, but once Citizens came in it was a steady decline. Managing by reports seemed to be the rule, and i swear middle management was filled with people that could sit down with excel and figure out the absolute cheapest way to accomplish something, from a capital standpoint, nevermind what the costs might be from an operational standpoint.

Advice to Senior Management

Discontinue the dividend, you cannot pay $1 a year when you are only making 0.72. Perhaps you should be investing those dollars in the network and employees, and keep in mind that you cant always teach an old dog new tricks.

Pros

The company well and the benifts were ok. Technical support job itself was easy if you know computers and how to use them well, because the training was not that great.

Cons

The company was not at all loyal to employees. THey bought out common wealth telephone company here in north east pa and let most people go slowly over time. They came in and said nothing would change, but you could tell. They treat people like numbers at a place like. If they buy your ocmpany looks for a new job this is a warning. I wish someone said this when they bought Common wealth

Advice to Senior Management

Respect lower level employees

Pros

Reasonable compensation and generous time off policy

Cons

environment chaotic with no clear direction as to future of the company. Job insecurity with no relationship between experience, performance and job retention.

Advice to Senior Management

know what the business actually is. Senior management comes from outside telecommunications industry and appears to lack understanding of how things work

Pros

The people are generally nice. And also a little bit of prestiage for working for the largest employer in town.

Cons

Like most unions, phone company union employees are some of the laziest and incompatent employees in the world. This is the reason why so many jobs fly overseas. For union employees, it was a good company (low turn over) but for management, we get the end of the stick.

Advice to Senior Management

The CEO visited our call center and gave lots of praise. She spoke highly of our commitment and service. She also told us that our call center is strong and full of opportunity. She was right. As of 2008, the call center is gone. All outsourced to there main call center in Florida.

Pros

Good work environment. Managers and supervisors are very kind and reasonable. Your opinion is respected. People treat others with respect. Good job is recognized and praised. Information to do one's work is easy to obtain. Free coffee. Environment allows continuous improvement. Relatively good medical benefits, altough somehow expensive and copayments are $20 - $30 per visit.

Cons

It looks that growth and professional development are very limited. It appears that preference is given to outsiders to fill managerial and supervisory positions. Budgets for salary increases and education are extremely limited.

Advice to Senior Management

Develop talent from within the ranks: promote current employees instead of hiring from the outside. Pair lower level staff with employees of higher ranks to prepare them for advancement. Provide more funding for professional development. Increase salaries to staff and lower level managers.