The contrast between stated core values and reality is stunning! - Regional Manager World Wide Technology Employee Review

- I applied to be an Area Director, I was hired as a Program Director and my job title was Regional Manager. We all like to pretend titles do not matter. They do especially as they indicate career progression. This practice of posting a general role and easing the employee into a lessor role is problematic. - Like no other company in my entire 25 year career have I ever found such a poisonous relationship where sales (one large account I know of, could be others) inflicts its inherent power on the service experts and professionals it relies upon to meet the needs of demands client in agreements outside the four corners of the contract. Instead of a team (who might have disagreements from time to time), the WWT sales team have enlisted their customer in partnership against their own WWT services team in order to extract resources not paid for by the client. To assist in this campaign, the sales team participates and obstructs in the management of each project in a purposeful effort to create chaos and uncertainty in hopes that in the end, they achieve a win on the balance sheet. Blatant character assignation and a willingness to say one thing and do another is a staple of this account team and WWT senior management is either inept or uninterested in addressing this - clearly willing to allow this poison to infect all those employees assigned to deliver for this account. - There is no administration of justice as there is no process or even interest in having such a process. A complaint is voiced, management huddles and a decree is given. The employee has no recourse, no input whether true or not. - Bad managers do work here and there is a community of them powered by the lack of process and enforcement of standards. - Never discourage your employees with providing honest feedback: This wisdom is unknown to the managers this employee is familiar with. Provide your honest feedback and prepare to have this defined as insubordination and an employee performance problem - There is no mechanism or process in place to enforce that WWT is a good place to work and that employees and management adhere to the core values - Even if there was a process, the culture like many companies would likely preserve an account and its account manager despite the lip service to core values ($ over values) - Organization confusion: Professional services has technology practices who are largely known by the field. There is also a delivery organization, a new command center concept that offers field support and Branch services that supports multiple sites cut support. Lastly there is a regional management team responsible for P&L. In smaller less successful organizations, technology practices owned delivery and the services being delivered. Simple for the field, simple contract and minimal redundancy. It drive repeatability and accountability, two things WWT has little grasp on. - Distribution lists are rampant. Maybe different for others but I was automatically signed up for a bunch of these which flooded my inbox with noise from other teams and other projects. Using email in this way has always been a red flag for organizational chaos. - The practice of making things up in order to justify a termination may make sense legally but with "at will" employment and at a company who wants to be a great place to work should approach this differently as this practice requires the manager to sacrifice their integrity. - Down time: When I was hired, it took weeks for me to be assigned and only so much into poking around one can do. I was flown to HQ, spent 4 hours in an on boarding meeting, walked around by myself, met my manager but mostly down time. When moving to another internal role, more weeks waiting and once assigned, workload was at best 50% of my capacity. I was getting paid well but nothing saps moral faster than, the level of disorganization all this down time indicates.