AT&T - Happy | Glassdoor
There are newer employer reviews for AT&T
There are newer employer reviews for AT&T

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"Happy"

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Database Analyst in Morrisville, NC
Current Employee - Database Analyst in Morrisville, NC
Recommends
Approves of CEO

Pros

Respective to employees
Friendly and Intelligent coworkers
Fexible hours; Great work-life balance
Interesting work to do

Cons

Need to do very detailed timesheet that report every hour you work
70% of position is contractor

Advice to Management

Communicate more to contractors and treat them as part of team as well

Other Employee Reviews for AT&T

  1. "It was a very difficult position in that so many other channels within the company are competing with you for the sale."

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - New Media Salesman in Oklahoma City, OK
    Current Employee - New Media Salesman in Oklahoma City, OK
    No opinion of CEO

    Pros

    Benefits and pay were good.

    Cons

    fulfillment issues after the sale.

    Advice to Management

    Ready, fire, aim approach to new product launches.


  2. Helpful (4)

    "Mixed Emotions"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Business Manager, IT in Atlanta, GA
    Current Employee - Senior Business Manager, IT in Atlanta, GA
    Approves of CEO

    Pros

    The company is continuously working to move away from a legacy landline organization to one that is Mobility-centric. Efforts are being expended to train 1st & 2nd line managers to enhance their skills and take on more responsibility. Innovation is encouraged and rewarded. Benefits are quite good.

    Cons

    AT&T is working to "cross-pollinate" skills between wireless & landline orgs - while this is good if you're from the landline side, if you're from a legacy mobility side, the movement could take you from a high-growth, fast moving division into a negative-growth, dying division.

    Senior leadership says the right things, but often the execution of those ideas and strategies get filtered while working down through multiple levels of leadership (from C-Level to EVPs to SVPs to VPs to AVPs to EDs to Directors to 2nd line then 1st line managers and the front line employees.

    There is too much bureaucracy and process orientation in many orgs - it appears that many people are so focused on working the processes they support that they forget what we're really trying to accomplish.

    In addition, there are a high number of employees with 25, 30, 35, or even 40 years of experience. There are some good sides to this, but with what appears to be a high percentage of employees with long tenure, I have questions about succession planning for when those employees begin to retire in large numbers.

    Because of the shifts between legacy environment and large numbers of high tenure employees, advancement potential appears to be reduced for 2nd line employees. In my personal experience, I have applied for Director-level positions which I was highly qualified for, only to be told by the hiring Executive Directors that they could not even consider me because I was not already a Director. Only existing directors could be considered for lateral moves, so promotions were not possible. This situation has also been confirmed with other 2nd level managers.

    Last point is the constant reorganizations. In the 10 years I have been with the company (and legacy divisions), I have had 15 different supervisors, although only one came from being selected for a different position.

    Advice to Management

    1. Ensure that the strategies and plans at senior levels have a commitment & corresponding action from each successive level of management downstream.
    2. Work to ensure that there is no "brain drain" from highly capable employees leaving due to lack of advancement possibilities.
    3. Work to enable employees that specifically joined high-growth segments are kept there, unless there is a program for cross-pollination that does not leave these employees in negative-growth segments.

There are newer employer reviews for AT&T
There are newer employer reviews for AT&T

See Most Recent

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