Atos - Not very technical for a technology company | Glassdoor
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There are newer employer reviews for Atos

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"Not very technical for a technology company"

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Anonymous Employee in Mason, OH
Current Employee - Anonymous Employee in Mason, OH
Disapproves of CEO

Pros

The benefits above average. Time off is great. Flexible work schedule/hours.

Cons

Compensation is low.
To make any thing decent, you need to be hired from the outside.

Other Employee Reviews for Atos

  1. Helpful (1)

    "Provided technical support for hospitals"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Help Desk Technician in Austin, TX
    Former Employee - Help Desk Technician in Austin, TX
    Doesn't Recommend
    No opinion of CEO

    Pros

    Some of the best reasons to work at Atos Origin North America is most of my work was unsupervised I didn't have anyone looking over my shoulder because I had to move to multiple sites.

    Cons

    Some of the down sides of working at Atos Origin North America is people in management position that don't have any experience and don't care about the employees

    Advice to Management

    I would like to offer some advice or feedback to the leadership at Atos Origin North America. Listen to your employees and treat them with the respect that they deserve.


  2. Helpful (3)

    "Morale Low, Salary Low, Turn Over High; But Close Staff"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Austin, TX
    Current Employee - Anonymous Employee in Austin, TX
    Doesn't Recommend
    Disapproves of CEO

    Pros

    The best reason to work for Atos Origin NA is if they have a position open and you need technical experience.

    The mix and match technology of the contract customer provides an interesting technical experience. Ever present technical and financial challenges keep you on your toes and develop your creativity.

    The "we're in this together" atmosphere among the IS professionals creates camaraderie. The IS professionals support each other. Unofficial technology sharing is common within teams. Many former employees remain friends with present employees for years.

    Cons

    Salary is far below market value making Atos Origin not even close to being competitive. Benefits are poor and expensive for what is offered. Raises rarely occur (once every 3 or more years) and at embarrassing levels (3% of an already ridiculously low salary).

    Time off (vacation and holidays) is uncommonly low. Ten holidays per year, 2 personal days and two weeks until the employee has reached their 4th year of employment. Only until recently were IS professionals hired directly as Atos employees. It was not unusual to contract the IS professional (at a very low rate of pay) with no holiday, vacation or sick pay for as much as a year and a half. Thus reaching a 3rd week of vacation would only occur after 5.5 years of supporting the contract.

    There are no opportunities for advancement, training or certification. In fact, in some cases training and certification are highly discouraged out of fear that the employee will better himself and find a better job elsewhere. Any training must be done at the expense of the IS professional and time off must be taken out of vacation time.

    On-call is expected but not compensated with either monetary reward nor time off. Any time spent supporting the contracted customer is expected to be free work by the employee on the employee's personal time.

    Intimidation is employed as the management style of upper management. Attempts to micro-manage the employees is common but with the hectic schedule of the team leads (nearly constant meetings) the micro-management comes only in waves.

    Atos upper management does not understand the technology which leads to a failure at managing Server Admins and engineers. A fast food establishment style of management is employed rather than fostering an atmosphere of trust and encouragement. Sadly, the last technology knowledgeable manager at the upper level recently left the company and a vacuum in communication of the technology to upper management has resulted.

    Upper management and some team leads lack true management experience and skills. A manager must be strong enough to stand as a barrier between the negativity of the contracted customer leadership team and the staff. The manager should also learn when it is correct to say "no" to the contracted customer leadership when appropriate or postpone an answer until consultation with the IS professionals can be obtained. Atos management is full of "yes men" who are too quick to toss the IS professionals under the proverbial bus to save their own skin and erroneously place blame on the IS professionals below them when nescient promises fail to be delivered to the contracted customer.

    The company is very short sighted and does not invest in it's resources (skilled IS professionals). There is no future for the Austin/Seton contract because of the decision by Atos corporate management's decision to milk the contract without investing in the staff. Atos Origin is considered a regressive company.

    Reporting incidents can come from top down through an escalation rather than from the established process of reporting the incident to the Service Desk. The escalation by Seton leadership encourages Seton employees to skirt the established reporting processes which make supporting the environment inefficient and chaotic.

    As a result there is a culture of impermanence. Moral is very low and turn over is high. Recent events, and the increasing gap between market value and current staff salary, has pushed even long timers to jump ship to better opportunities. New employees, after tasting the lash, have put their resumes back up on Dice and spend their off time searching for new positions elsewhere. When staff members leave to new jobs, their coworkers are happy for them as if they have been released from bondage.

    Advice to Management

    Advice for turning the company around.

    1) Salary compensation, advancement and training.
    1a) Research salaries for the IS professionals and match at least the lowest market value for their skills and experience.
    1b) Provide a minimum of 1 week of paid professional training. The employee would be responsible for proving the business value of the training.
    1c) Profit sharing. This style of compensation has proven the most motivating of employees in any business.
    1d) On-call pay. Almost every company provides a pay differential to carry the pager and additional compensation for time spent providing after hours support. This is usually paid in tiers beginning with the first hour and increasing in compensation for the time spent to resolve the reported incident.
    1e) Tier advancement with level salary compensation. As employees obtain certifications and prove valuable to the company provide level advancement with salary compensation. The step up promotion in the tier gives the staff member a sense of advancement without moving to management and eliminates the "dead end" job atmosphere that presently exists.

    2) Management.
    2a) Mandatory training of management for managing professionals in a negative environment.

    3) Work environment.
    3a) Foster trust and encouragement with the IS professionals.
    3b) Consult with IS professionals before making promises on changes and new projects.

There are newer employer reviews for Atos
There are newer employer reviews for Atos

See Most Recent

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