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There are newer employer reviews for Atos North America

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Helpful (2)

Morale Low, Salary Low, Turn Over High; But Close Staff

  • Comp & Benefits
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee in Austin, TX
Current Employee - Anonymous Employee in Austin, TX

I have been working at Atos North America

Doesn't Recommend
Disapproves of CEO
Doesn't Recommend
Disapproves of CEO

Pros

The best reason to work for Atos Origin NA is if they have a position open and you need technical experience.

The mix and match technology of the contract customer provides an interesting technical experience. Ever present technical and financial challenges keep you on your toes and develop your creativity.

The "we're in this together" atmosphere among the IS professionals creates camaraderie. The IS professionals support each other. Unofficial technology sharing is common within teams. Many former employees remain friends with present employees for years.

Cons

Salary is far below market value making Atos Origin not even close to being competitive. Benefits are poor and expensive for what is offered. Raises rarely occur (once every 3 or more years) and at embarrassing levels (3% of an already ridiculously low salary).

Time off (vacation and holidays) is uncommonly low. Ten holidays per year, 2 personal days and two weeks until the employee has reached their 4th year of employment. Only until recently were IS professionals hired directly as Atos employees. It was not unusual to contract the IS professional (at a very low rate of pay) with no holiday, vacation or sick pay for as much as a year and a half. Thus reaching a 3rd week of vacation would only occur after 5.5 years of supporting the contract.

There are no opportunities for advancement, training or certification. In fact, in some cases training and certification are highly discouraged out of fear that the employee will better himself and find a better job elsewhere. Any training must be done at the expense of the IS professional and time off must be taken out of vacation time.

On-call is expected but not compensated with either monetary reward nor time off. Any time spent supporting the contracted customer is expected to be free work by the employee on the employee's personal time.

Intimidation is employed as the management style of upper management. Attempts to micro-manage the employees is common but with the hectic schedule of the team leads (nearly constant meetings) the micro-management comes only in waves.

Atos upper management does not understand the technology which leads to a failure at managing Server Admins and engineers. A fast food establishment style of management is employed rather than fostering an atmosphere of trust and encouragement. Sadly, the last technology knowledgeable manager at the upper level recently left the company and a vacuum in communication of the technology to upper management has resulted.

Upper management and some team leads lack true management experience and skills. A manager must be strong enough to stand as a barrier between the negativity of the contracted customer leadership team and the staff. The manager should also learn when it is correct to say "no" to the contracted customer leadership when appropriate or postpone an answer until consultation with the IS professionals can be obtained. Atos management is full of "yes men" who are too quick to toss the IS professionals under the proverbial bus to save their own skin and erroneously place blame on the IS professionals below them when nescient promises fail to be delivered to the contracted customer.

The company is very short sighted and does not invest in it's resources (skilled IS professionals). There is no future for the Austin/Seton contract because of the decision by Atos corporate management's decision to milk the contract without investing in the staff. Atos Origin is considered a regressive company.

Reporting incidents can come from top down through an escalation rather than from the established process of reporting the incident to the Service Desk. The escalation by Seton leadership encourages Seton employees to skirt the established reporting processes which make supporting the environment inefficient and chaotic.

As a result there is a culture of impermanence. Moral is very low and turn over is high. Recent events, and the increasing gap between market value and current staff salary, has pushed even long timers to jump ship to better opportunities. New employees, after tasting the lash, have put their resumes back up on Dice and spend their off time searching for new positions elsewhere. When staff members leave to new jobs, their coworkers are happy for them as if they have been released from bondage.

Advice to Management

Advice for turning the company around.

1) Salary compensation, advancement and training.
1a) Research salaries for the IS professionals and match at least the lowest market value for their skills and experience.
1b) Provide a minimum of 1 week of paid professional training. The employee would be responsible for proving the business value of the training.
1c) Profit sharing. This style of compensation has proven the most motivating of employees in any business.
1d) On-call pay. Almost every company provides a pay differential to carry the pager and additional compensation for time spent providing after hours support. This is usually paid in tiers beginning with the first hour and increasing in compensation for the time spent to resolve the reported incident.
1e) Tier advancement with level salary compensation. As employees obtain certifications and prove valuable to the company provide level advancement with salary compensation. The step up promotion in the tier gives the staff member a sense of advancement without moving to management and eliminates the "dead end" job atmosphere that presently exists.

2) Management.
2a) Mandatory training of management for managing professionals in a negative environment.

3) Work environment.
3a) Foster trust and encouragement with the IS professionals.
3b) Consult with IS professionals before making promises on changes and new projects.

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  1. Excellent Delivery and Small Company Feel

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Sales and Marketing in Houston, TX
    Current Employee - Sales and Marketing in Houston, TX

    I have been working at Atos North America

    Recommends
    No opinion of CEO
    Recommends
    No opinion of CEO

    Pros

    Good small company in US that focuses on customer satisfaction, excellent quality delivery and has strong global competencies that can be delivered in the US. Entrepreneurial.

    Cons

    Not many places to get promoted to unless you want to go global. Strategic investments have been minimal and are difficult.

    Advice to Management

    Invest more strategically

  2. Helpful (4)

    Great place to learn technology, bad place to work

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Austin, TX
    Current Employee - Anonymous Employee in Austin, TX

    I have been working at Atos North America

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    If you are desperate for a job, need a paycheck and a place where you can learn technology, this place is OK for the short term to gain experience. ATOS is also a place where you will learn how NOT TO DO THINGS. You will be OK if you are "think skinned" and have a relatively high stress level.

    Cons

    ATOS uses a "fear" management style, you never feel secure in your job, you are NOT supported at all by management and the tech's are often the scape goat. ATOS managers use "fear", "fear for their job keeps them in-line". Management (a term I use loosely), thinks they know it all, but when they force you to do something and that something doesn't work, you will get blamed. All the other posts here regarding ATOS in Austin are true. Management deceives the upper management in thinking everything is fine, when in reality, just about all the tech's are looking for work elsewhere, it's all about appearances and perceptions, NOT reality. ATOS will tell you, raises are NOT based on merit, and you will be lucky to get a raise, IF you do get a raise, it's usually about .5%. ATOS has taken micro management to a whole new level, they want to know what you are doing every 5 minutes. ATOS management gives impossible time lines, doesn't care what the obstacles and/or delays, they will just blame you and say you're not a team player. You will hear "I don't want to hear about problems, I ONLY want to hear about solutions". You can be fired because an E-mail you sent to a manager was mis-interpreted or mis-understood. You can be fired for expressing your concerns about management, and how managers "handle" "things". You are NOT allowed to "communicate" with certain managers, you are ONLY allowed to communicate to sub-managers who then communicate to their managers. The politics are insane, ATOS will literally have 20+ staff troubleshoot why some manager didn't get an E-mail on his/her BlackBerry. The breakdown of a typical day is, 5% doing actual work, 60% doing CYA (cover your a$$), 20% explaining why you are doing what you are doing even though you have been told to do it, 15% tracking your daily activities. Management will keep adding to your workload until you break, that's how they gauge how much you can handle.
    You will be setup to fail.
    They start you as contract and tell you it's for only 6 months, but after 10 to 11 months, you may get hired full time, if you haven't already quit or snapped. They have the highest turnover I've ever seen, some barely last only a week.
    This was the most hostile environment I've worked in. The only reason anyone stays for any length of time is either they feel trapped, or there are no other jobs available, etc. All the staff who've left have gone on to other companies and are much, much happier and paid for what they are worth. ATOS is a borderline "sweatshop" company, the "Dark Side of the Force".

    Advice to Management

    Management needs to get a clue as to why so many great staff have left, they don't even ask why? Perhaps it's because, they don't care.
    ATOS managers need to grow a spine, stand up and support their staff and NOT make them scape goats because the manager made a bad choice or simply wants to look good.
    ATOS managers need to grow a spine and a pair and stand up to their managers to stand-up for their staff.
    ATOS managers need to LISTEN to all their staff, accept the fact they are doing a very bad job and confide in their staff on how best to fix their problem.
    ATOS managers need to own up to their decisions and accept the fact they make mistakes just like everyone else for they are human too, I think.
    ATOS managers need to adhere to their own processes.
    ATOS managers need to be understanding, patient and compassionate, none of which they have now.
    I wonder if ATOS managers have heard of "The Caine Mutiny"?

There are newer employer reviews for Atos North America
There are newer employer reviews for Atos North America

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