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Excellent support staff, senior engineering staff, and project management structure. The company is based largely on the efficiency of the Project Engineer I and II levels and the hours worked are a byproduct of the efficiency or inefficiency of the individual and their team. Workloads typically are reasonable and normal working hours could be maintained with more clarity from the top to the bottom. Project Engineers are rarely given projects that take more than 8 working hours to complete. There is a large group of engineers around the same age group. During my time there, I formed several lasting bonds with my peers and seniors. There is also a lot of room to move to mid-level management very quickly. The company hosts a monthly shut down, "First Thursday", where everyone can log off and enjoy food, drinks, and camaraderie. Also, while I was there the company hosted annual summer and Christmas events that tended to lift spirits.
Several departments consistently take on more work than can be handled in a reasonable period. The company is understaffed most of the time due to the high workload and short turnaround time required by the clients. However, when a department loses their inflow of work, the group is visibly lethargic. Throughout the day, people constantly discuss their frustration with the work that is on their desk and that is still to come. This continuous onslaught of seething disdain for the work environment is one of the reasons that the company is experiencing such a high turnover rate. This coupled with the fact that employees have little to no hope of receiving a bonus or raise has led to an overall toxic atmosphere where everyone dreads coming to work, cannot wait to go home, and finds little to no value in the time that they spend at work.
Advice to Management
Since the company has merged into FDH Velocitel now, I guess there is not much to say to management other than start the push back to your roots. When FDH was started, it was a company that worked for the individuals and ensured that they were duly compensated for their time and efforts. Recently, the company has been driven towards profits and client-satisfaction. The relentless pursuit of a large piece of the telecom industry is not worth the loss of the great engineers that work for you. Show them they are appreciated by more than just words in an email or spoken in assembly. While it may be more expedient to pay the lower-level employees less with little hope for bonus or raise, when you find that you have an employee that has proven his worth and can handle the strains of the job make sure that he knows you appreciate his efforts with something tangible.