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Sprint provides solutions engineers the flexibility to manage their own workload and doesn't micromanage their employees

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Solutions Engineer  in  Atlanta, GA
Current Employee - Solutions Engineer in Atlanta, GA

I have been working at Sprint full-time for more than 10 years

Pros

Company allows employees the experience to construct your own career path and take courses that allow professional and personal growth.

Cons

Promotions and career advancement are limited many years due to freezes to save money. Merit increases are limited many years as well to save money.

Advice to ManagementAdvice

I would consider rewarding employees for their success via more ability for advancement and stop removing jobs that create advancement for a particular job function.

Recommends
Negative Outlook
Approves of CEO

2164 Other Employee Reviews for Sprint (View Most Recent)

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  1.  

    Sales starter

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Sprint

    Pros

    Intro to sales. Great benefits with free cell phone service. If you never been in sales, this would be a good place to start.

    Cons

    Lot doesn't matter how many languages you speak, you will never be comped pay for bringing more business to the table.

  2.  

    content- paid well but worked hard long hours for every penny.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Customer Service Supervisor (Call Ceneter)  in  Rancho Cordova, CA
    Current Employee - Customer Service Supervisor (Call Ceneter) in Rancho Cordova, CA

    I have been working at Sprint full-time for more than 5 years

    Pros

    great people in management. competitive compensation.

    Cons

    no/poor training certification allowed non-qualified agents to graduate and be released to the call center floor. attendance policies were to relaxed promoting tardiness and absenteeism that hurt overall productivity and staffing on a hourly/daily basis.

    Advice to ManagementAdvice

    re-structure attendance policies to be stricter placing more accountability/responibility on the agents to be at work and in seats handling calls/customers. introduce a training certification process which requires trainees to pass a specified checklist by examining processes taught in training - this will reduce the need to retrain and inspect these individuals once on the call center floor with live supervisors.

    Recommends
    Negative Outlook
    Approves of CEO
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