Bullying and mobing (older colleagues assume that screaming, berating and insulting your intelligence is the correct way to teach how to make tickets correctly, don't expect explanations though), no follow up by Quality team (first time that the quality team actually contacted me to review my tickets was 7 months after I started), dirty installations (carpet has NEVER been washed in the last 10+ years, kitchen is dirty, bathroom smells like what one in a forgotten autobahn stop), clueless mid and upper management (they never change anything, study what are the nonworking processes, Service Managers ask agents why SLA are lost, extremely long processes that don't work), unchanged processes in the last decade (No CSI, training is unexistent, you ll be sitting for a month near an older colleague to see what they do without having it explained as those colleagues don't want to have low ticket numbers, you'll follow documentation instead of trying to solve the problem and will learn to write down tickets as per documents instead of writing down the user problem: at the end having to correct ticket classification is more important than writing down what the issue is), unability to improve anything (same issues encountered in 2006 when the company was named something else are the current ones in 2019. Management doesn't change anything at all despite being necessary: no templates created, no update of documentation, no processes improvement), befriending management during smoking breaks works better for your carreer than actually working (If you never worked in IT before, just take all your breaks when mid management and quality management does, be their friends).
Modis is Adecco. But you will work first for Allgeier or Gulp that is also Ranstad. Or maybe you'll be Adecco first. And you be working for IBM via one of those companies. That will sell your services to a final client. At the end, count 3 or 4 layers of subcontrators till you get to your final client. Process oriented (make tickets) instead of solution oriented (solving issues).
Modis GmbH is a clear example of what happens when management sit on their contracts because they are signed for 20 years. They just go with the flow and assume that every problem is solved by hiring more people. Not training them properly (Out of 10 new colleagues none were told the same thing on how to work), improving tickets and processes (no time to change), and making tickets is the sole purpose of the projects. People skills are not taken into account, experienced IT professionals will be set in first level and no experienced ones will be given management position because they have been 5+ years in the company especially if they have not the right skillset for the job (Team leads that don't lead and delegate their supervision job to agents or Support Agent and trainers that have no people skills).
Teams are always understaffed (around 1/3 of their maximum capacities) and literally an extra team of 5/6 people job is to let you know you are taking too long offline making tickets. Overtime is usually not accounted for and mandatory, if your shift ends in 1min and you are not available you will be reminded to do so, and work 15min to 45min more without seing any compensation for.
