2.2Change the district manager in Los Angeles East. Constant knit picking and write ups for simple mistakes like forgetting to put on a name badge after lunch is incredulous. Fix the structure of your C-SAT program. Very Satisfied should not be the only thing a rep should be measured. Satisfied should not equate to Very Dissatisfied. Make an effort to create opportunities to grow and learn. Make job listings in the district available to everyone, not just those who you favor. Stop treating retail like the Navy. As managers you should comprehend that every employee learns differently and you should accommodate that in order to allow your employees to reach their full potential at work.
2.2Sprint does pay its employees a decent compensation. The issue I have with the company is how they promote employees as well as how they base some of the competitions. Example we are currently running a Sprintacular competition for a trip to Hawaii...on top of having a high composite score in your metrics your also supposed to have a minimum customer survey score. The minimum customer survey score would be fair if it was only based on the customers experience with the sales person/employee; This however isn’t the case the survey is based on sprint as a whole. If you happen to help a customer that hates Sprint your getting a zero...one zero outweighs the high score of a 10 by a huge percent so there goes that survey score you had to get to qualify for the trip....even if you are ranked 10 in the entire company you won’t be going; not fair.
Sprint also tends to promote employees based on how much they are liked not by merit; I see this all the time. Employee appreciation is not a thing at Sprint even when you are top in the company you get no recognition.
The last thing I have seen are constant changes for the worse not for the better. Examples would be launches of software programs that haven’t had all of the bugs worked out of them in a test market first. This causes slow down which results in lower customer satisfaction and a negative survey on the employee.
2I've worked for sprint for about 10 months in the call center. It was rough at first because of the diversity of people. The job pays decent and the benefits are great, who wouldn't love a free phone plan! But the downside are its almost impossible to work mornings and some of their policies are not in favor of people with illnesses. It's a stressful job if you work in tech support because sometimes you just want to help a customer but can't because of policy or company changes.
Sprint Careers & Info
Current CEO: Michel Combes
Sprint Nextel is a major telecommunications company founded in 1899. The company is the third largest long distance provider and owns the largest wireless network. With over 40,000 employees, the company serves primarily to provide wireless technology and Internet. They had revenue of about $32.5 billion in 2010.
Sprint Nextel also acquired 3 wireless companies, including US Unwired, Gulf Coast Wireless, and IWO Holdings. They also own a prepaid phone group, including Boost Mobile, Virgin Mobile, and Assurance Wireless. Sprint Nextel is a large company and sponsors major events, including the 2007 MTV Video Music Awards. There’s a ton of opportunity if you’re interested in a Sprint Nextel career.
Sprint Nextel Careers
If you’re interested in a Sprint Nextel career, consider one of the following job areas:
• Call Center
• Students & Grads
Sprint Nextel Culture
Sprint Nextel focuses on health, wealth and happiness for their employees. In return, they expect that their employees perform their best and stay dedicated to providing the best service. The company was named the Best Employer for Healthy Lifestyles in 2010. The company is also big on going green by such measures as collecting over 20 million wireless phones for recycle and reuse. Check our jobs page for more information on working at Sprint Nextel.