T-Systems North America Reviews
Pros – All professional and well intended cross functional teams and global resource pools work well together. Given the global nature of the company and operational and support models, most groups work very well together
Cons – A more mature structured delivery process would be helpful given the global support nature of project support. Different groups have delivery responsibilities, with processes or procedures, which may not be well known across other impacted groups within the organization.
Advice to Senior Management – Global process team delivery requires additional structure with a consistent approach and message to cross functional global teams
Pros – PTO and some great colleagues
Cons – No room for growth, takes time for anything to be changed if it gets changed. TOO Much control from Germany. Expected to make miracles happen, too many processes that no one follows.
A huge mess internally.
Advice to Senior Management – Talk to your employees! A lot of unhappy people in the office, people with talent leave for good reason. No employee entertainment. They dont even try to keep people. It was a great place to work in the beginning.
No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company
“Challenging; Great environment for self-motivated professional, that works well without supervision.”
Pros – T-Systems North America is the US version of a German owned global outsource company that provides Virtual Hosting, and Storage for SAP in Global Data-Centers world-wide. Large enough to win and sustain Fortune 100 companies, but totally dependent upon the acquired in-house IT expertise to transition a new contract into one of their Virtual Platform offerings. If you fall into their outsource net, depending on company size and your IT experience, it is a fair to expect a 2-5 yr job security window, coupled with equal or above current compensation and better than average benefits. The contractual transition deadline provide the opportunity to fully use your combined experience and knowledge, examine, highlight your strengths, and expose areas to learn and improve.
Cons – TSNA is a highly competitive global outsource company. Their target goal per contract, provide a stable, standard virtual platform of exceptional quality, maintain their quality platform with the lowest labor cost available, and maximize profits. Once the 2-5 yr window expires, high priority technical challenges are complete, virtual platform falls into a maintenance mode, US labor is no longer a favorable market. All major decisions, and all upper management positions controlled outside US.
Advice to Senior Management – The understanding that Management requires to keep good employees employed (Managers, those in a leadership position that can make a difference) and the real workers in the trenches (Real Workers, those 5 out of 20 in a one team that maintain stability, put forth the extra effort, sacrifice for others, heart & soul behind the relationship with the customer) is not closing?
No, I would not recommend this company to a friend
Pros – Benefits, salary, Paid time off
Cons – Lack of resources on some projects
Advice to Senior Management – No advice
Pros – Only positive thing in this company are the benefits - PTO, 401K and Insurance
Cons – Upper management - total dictatorship
HR is horrible - is not there for the people
Restructuring and downsizing
No work life balance
No new sales, No pipeline
Cost cutting, so much that they even question how many pencils you purchase
Advice to Senior Management – Listen to your people they are the front line resources you have, they can help with the issues at the customers, upper management makes decisions unknowing what is needed to solve the issue.
2 people found this helpful
Pros – This place was very technically advanced. All my software was up to date and the laptop that was issued was high quality.
Cons – It was very difficult to get ideas across to other colleagues. The company expected 40+ hours of work, with no consideration of work/life balance. Unfriendly and overworked co-workers made working at the office miserable.
Advice to Senior Management – Better work-life balance
No, I would not recommend this company to a friend
“Company that supposed to deliver quality IT services, doesn't care about delivering quality IT services”
Pros – Pay and benefits (including PTO) are good.
Cons – The company has sent all technical jobs to their near-shore facility in Mexico. The problem is that the management in Mexico takes no ownership for delivering quality service to their clients and North American management doesn't hold them accountable. As a result, clients get poor service. There are good techs in Mexico that are poorly managed, they're put in technical positions well over their abilities, and turnover is an issue.
Advice to Senior Management – Focus on quality as much as cost and you might not be having such financial problems.
3 people found this helpful
Pros – Most of us are in the same ship (RMS Lusitania), just waiting for T-Systems to reduce the US to a skeleton crew – as they pull the majority of work and resources back the Europe and Asia, so you could say misery is company.
Cons – It is not about producing high quality services, being resourceful, flexible in a changing global economy (Germany is everything but flexible), or building employee and customer relations, it is about middle and upper-management maintaining and advancing their personal careers at the total loss of departments (people), customers (people), and their own characters (people).
Just ask the recently deposed CEO how this worked out for her. Bad companies do bad things to all people no matter the level of position.
T-Systems has mismanaged its resources globally for some time and now enacting lean programs (reduction in force) to recover costs and losses. How imaginative is it to release contract staff, FTEs, and pull work back to lowest cost providers in Eurasian countries?
Middle-management is running the current change management activities, so that only means heads will roll. There is little to no business management creativity or looking beyond one’s nose.
It takes 4 months on average for a new position or back-fill to be approved by the German board – ridiculous. Nothing but missed opportunity and regret costs due to Upper-management inefficiency, and the employees are left to carry the brunt of the load.
Anyone, with years at T-Systems, who would post on Glassdoor this is a great company and experience is most likely a plant from HR, because we all know it is a fallacy. The sad thing is… read the posts about this company and you will see it is in need of a major ethical and organizational overhaul, which may take place only after a bankruptcy.
Best of wishes on future pursuits.
Advice to Senior Management – The current moral and ethical compasses of the company must be replaced with one that is people-centric. Stop – immediately! Stop treating employees (people) like chattel.
Start respecting people and building trust. And enforce it globally. Help us to build and provide for our families and friends.
Pros – Very competitive salaries, often too high for the skill sets. Rich benefit package with a lot of time off, formal work from home program, generous bonus plan. They pay you for your suffering.
Cons – Heavily weighted German management with many in positions offering no real value but depleting the profit margin. The people that need to be retained to deliver service are let go so the company can keep expats fat and happy that wouldn't be missed if they disappeared tomorrow. Major turnover is happening and the company can't retain talented people right now. Only those that are overpaid that can't match the earnings are remaining. Good people are giving notice weekly and it's almost a joke now. Reductions and cuts are deep and employees are fearful and lack optimism. It's possible they won't pull through this in North America with the loss of talent and stupid decision to cut at the wrong levels.
Advice to Senior Management – Stop and think about the cuts you are making. Rebuild delivery teams with a mix of onshore and offshore talent and dump the layers and layers of ridiculous highly paid executives that create unnecessary process and bs. They focus on irrelevant small scale issues. Look at how other American companies are surviving. Cut the employees who are useless at 200k and keep those who can actually do the work to keep the company going. If you want to increase the profit margin and improve customer perception, start filling the cubes with talent and emptying the offices. You have a small window of time to fix this. By the time you move services out of North America, you are absolutely done doing business with American companies. No Americans want to deal with heavy accented foreigners and they don't produce quality work. Americans want to deal with Americans.
Pros – The people are fantastic, the local leadership is supportive and the benefits are above average
Cons – There is no empowerment in the organization. The local CEO can not make the decision to hire a local resource. Germany is still learning how to be global
Advice to Senior Management – Specifically for Management in Germany. Get rid of the regional managers and hire responsible local managers.