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There are newer employer reviews for AT&T

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Helpful (2)

Cingular was a great place to work, but AT&T mobility is a different case.....

  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Senior Systems Manager in Dallas, TX
Former Employee - Senior Systems Manager in Dallas, TX
Doesn't Recommend
Disapproves of CEO

Pros

Cingular Wireless was an exceptional place to work. It was a young, energetic and exciting place to work. Compensation, management/employee relations, everything was good.

Cons

Once AT&T took over, the old school style of management kicked in. Many of the perks and benefits of working for Cingular are now gone under AT&T Mobility. Trying to manage a 21st century leading edge company with early 20th century management styles is a complete failure. AT&T corporate has used Cingular as its own personal corproate bailout. Cingular was cash rich, AT&T was needing a lifeline, and they are taking all that Cingular had/has.

Advice to Management

Make Mobility a wholly owned subsidary of AT&T or set it free.

Other Employee Reviews for AT&T

  1. Helpful (2)

    Stifling company if you're used to a dynamic environment.

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Developer in Redmond, WA
    Current Employee - Developer in Redmond, WA
    Doesn't Recommend
    Approves of CEO

    Pros

    The few upsides to working there include: they have an official telecommuting policy, the company seems relatively secure, the employee rate plan for cell service is cheap (for now), and outsiders instantly recognize the name.

    Cons

    Red tape, bureacracy, and more red tape... what else would you expect from a 300,000-person telecom giant that's a century old? Being that large and not having finished integrating the legacy organizations of SBC, BellSouth, and Cingular, the left hand does not know what the right hand is doing. The company is full of lifers--people who are there just to retire or get a severance package. They've cut costs to the point of hurting morale, as in no free coffee, no plates or utensils in the kitchens, less A/C in the summer, and less heating in the winter.

    Advice to Management

    Address attrition by improving salaries and/or benefits (keep in mind that for those of us in IT-related jobs, your competition includes Microsoft and the heavyweights of Silicon Valley), train managers in management and leadership principles so that they can competently perform their jobs, and don't pinch pennies to detriment of morale.


  2. Benefits and issues with the big beast... Again

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Design Architect in Atlanta, GA
    Former Employee - Design Architect in Atlanta, GA
    Disapproves of CEO

    Pros

    Very good benefits package, although with the number of employees it was less than what was expected. Peers and team members all pitch in for coverage of bids and training for each other. The amount of online training is immense, and you can find education inside and outside of the company with tuition assisance. Exposure to international large scale networks and global customer base is second to none. Inteaction with international support groupd and sales teams allowed for increased involvment with the bids and processes needed for closure. It also added to the knowledge base for any employee working in and with those groups. This included capacity mgt, product development, operations, legal, and all various areas of the business.

    Cons

    Very limited chances for advancement or movement to other sides of the business. The downsizing has all employees scared and they've been that way for years. Fearful that once moved to a new position the layoff will come and since you 'low on the experience' you're gone. Therefore, the teams are very vertically alinged and the barriers and silos created from that are difficult to break. Poor supervisor level management in the support areas. Limited knowledge of team building and allowing for upper management to see ideas and implement projects to improve daily tasks. At times little or no rationale for added tasks or projetcs that would create no value to reports or process improvment by Sr. Managers.

    Advice to Management

    The middle levels of management and supervisors need extensive training and reviews of 'how to' and 'why' to create strong and high performing teams, especially in sales support. Feedback narratives need to be answered and given consideration,otherwise you'll stop getting them. The limited amount of recognition means that employees do not feel appreciated at any level and have no comfort with Sr. Mgt with layoffs and business contraction in the future. Mgt and executive level directives are vague and slow moving for impacts. Mid-level and directors need to be able to run their business units to the vision and best practices they know, while meeting the goals of the organization. Removing those decisions limits that ability and creates a legion of 'group-think' with little or no creativity. Sounds like the old AT&T right?


There are newer employer reviews for AT&T
There are newer employer reviews for AT&T

See Most Recent

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