Sprint - Sprint is still a great place to work! | Glassdoor
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There are newer employer reviews for Sprint

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"Sprint is still a great place to work!"

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Technical Support Engineer I in Overland Park, KS
Current Employee - Technical Support Engineer I in Overland Park, KS
Recommends

Pros

Get to work with a diverse group of smart, funny people...Track record of being innovative and open to new technology and processes...Good benefits (and if you arrive at Sprint from owning your own business or from a small company or from the retail industry- GREAT benefits! 401K 100% vested from day 1 with 5% match- woohoo!!)...Corporate headquarters (the Sprint Campus) is attractive and a great place to work, located in a great area to raise a family...A lot of organizations work from home at least one day a week...You're encouraged to grow personally and professionally...the company is a strong supporter and contributor to local and national charities...

Cons

The constant threat of layoff and brain drain...constant re-organizations...

Advice to Management

Need to improve cross organization communications...rollouts of new products need to be better coordinated...

Other Employee Reviews for Sprint

  1. "There is opportunity to learn in good markets and bad."

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Strategy Manager in Reston, VA
    Current Employee - Strategy Manager in Reston, VA

    Pros

    Good flexibility, low pressure to perform, good benefits, decent internal training available. Bright colleagues.

    Cons

    Lack of consistent leadership, Lack of decision making (it is usually better to 'punt' than to make a decision), near-zero organic growth for promotions (in favor of almost exclusive outside hires), promotions based on numbers of reports rather than skills. Raises and bonuses unrelated to personal performance.

    Advice to Management

    Walk the talk about 'employees are our greatest asset' and promote from within. Continue recent progress in reducing the "process for process' sake" mentality. Actually use the Sprint products: because it has clearly been the case that the teams just develop strategies around products & services that the leadership does not understand (consider the real benefits of push to talk, for example).


  2. Helpful (1)

    "Sprint still needs to make drastic changes to turn the company around"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Product Manager, Technology in Reston, VA
    Former Employee - Product Manager, Technology in Reston, VA
    Doesn't Recommend

    Pros

    If you want to live a comfortable lifestyle and family is your highest priority, this is an excellent place to work. Work-life balance is great.

    Cons

    1. Despite numerous executive management changes, the large majority of senior execs are old school telecom professionals who are not creative or forward looking enough to turn the company around. Dan Hesse, the new CEO installed in Dec 2007, has only hired in a CFO and an SVP over engineering/network. A heck of a lot more house cleaning needed to happen.
    2. Sprint is hugely bureaucratic and turf building/power struggles triumphs over teamwork.
    3. There is not clear responsibility and accountability in the product organization at Sprint.

    Advice to Management

    There needs to be a strong vision of where the company wants to be in 5 years and a succinct plan of how every employee is going to get Sprint there. There needs to be relevant internal metrics that each dept is required to meet and that every employee in the dept is working toward...most of the employees have no idea against what their success is measured. Employees need to be empowered to make decisions vs deferring to management for decision making. Sycophantic behavior needs to be stopped. Exec management needs to spend time developing their people and staying in their jobs for longer than a year in order to provide consistency and be held accountable for their failures (most move on to another dept before the results of their prior work is known). Employees are not cogs that can be shuffled around from job to job without regard to their skill set.

There are newer employer reviews for Sprint
There are newer employer reviews for Sprint

See Most Recent

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