Pros

Great brand name.
Fantastic team and great people to work with.
Great work life balance
Flexible working
High tech approach to productivity
Very positive attitude towards change and alternative ways of working
Great campus and facilities

Cons

New management every 6 months means a new reorganisation every six months.
Last few culls have left most teams severely understaffed. You are expected to do 70 percent more with 40 percent of the workforce.
Cost cutting is the only really future vision at the moment.
Very weak leadership and no true vision from the top since the days of Chris Gent.
Little or no respect for technical staff: As a technologist you have almost no chance of becoming senior management, all senior management come from the Business side of the family.
Little or no respect for technical staff: Breadwinners like sales staff or PR and Marketing teams get huge lavish parties and family away day events which technical staff get little or nothing.
huge, poorly thought outsourcing deals have cut out large chunks of the company and is slowly turning into a management company.
Almost no benefits until you become senior management: No health care, No dental, Few chances for pay rises even in line with inflation. The attractive final salary pension was closed to all new staff. You do however get a nice glossy prospectus that tells you how many benefits you are getting (overtime pay, childcare vouchers out of your own salary, bikes you can buy with your own salary etc).
Few promotion prospects - Dead mans shoes - you wont get promoted until the guy above you goes.
Very little real support for career development
Viewed by most people especially senior management as a stepping stone job. Few people stay around longer than 2 or 3 years any more.

Advice to Senior Management

1) Get a VISION a real one. Something more than a 6 month cost cutting exercise.
2) stop reorganising and get on with it.
3) Recruit senior management who see Vodafone as a career and therefore care about its future. Incentivize them to stay by making bonuses conditional on length of service.
4) Start to actually value your employees. treat them like people.
5) STOP THE SPIN. No one believes it anyway!