World Wide Technology reviews

- 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.

I'm still incredulous at how fast management at the Edwardsville LTC (NAIC) location has ravaged the morale. There's been life-changing promises that have been ignored (such as compensation, employee structure changes, and various everyday things that add up). Management will constantly assure "updates and communication" only to never follow up. Policies are being issued left right and center that have been confirmed to have no supporting research or evidence by different teams within the company. Promises have been made to fix things months and months ago by the CEO and CFO who visited this location personally, yet a majority of employees have accepted that it was all smoke and mirrors because nothing has happened. I work with many employees on the floor and can personally attest that the most people now have a very low job satisfaction. At least 20% of the conversations I hear, whether I initiated them or not, are about how we all need to find a new place to work, and it hasn't always been like that. I can assume that about once or twice a month, there will be a change in policy that will either take away a harmless freedom I have, add more worthless processes that someone thought was a good idea, or somehow impede my ability to work. The actual workers that these ideas affect have no contribution to the matter and no warning of their arrival. Lunch and breaks are completely inflexible, unless you work in the office. Speaking of which, if you must apply here then apply for an office job because there's recently been a global headphone ban everywhere but in the offices. In the labs which are nearly identical to the office in terms of safety, and where hearing damage is an actual risk due to hours of work by loud servers, headphones are banned but earplugs are allowed... not provided. Request for documentation of studies or research on the ban have been "charismatically" batted away by management. There is a very, very strong culture of nepotism. If you've read the reviews here you already know this, but I feel that I need to add a confirmation that at Edwardsville, raises and promotions are granted almost exclusively on a "buddy basis". I've personally seen extremely rare personalities and intellectuals get refused a job and not offered any reason as to why. Those positions are filled by friends of the management first. I've seen this a bewildering amount of times. I want it to be known that I'm not simply leaving an angry review, but that I have a factual concern for this location and therefore this company. Things here are really bad, and if something isn't done soon, one would logically predict a huge loss for World Wide Technology. HR, coming from a technician, administer an anonymous survey about management that people can take from home. If you haven't been tapped in to the feel of the location then this can only be beneficial to you. If you have, then I have nothing else to offer. HR will likely respond saying core values are important or that things are being looked into, but I assure you, when you're working here, you'll realize that "it takes time to look into things" (a very very long time) and that the core values system is simply a tool that management uses to manipulate the grunts. If you do get a job here, take a nap during orientation because 90 percent of it will be a cultish blast of "core values" that will only be a one way street. If HR would walk around and talk to the people on the floor, they would be on red alert. I mean look at the ratings, from 8th to 99th best place to work in a year? from 4.5 average rating to 3.9 in months? There's so many problems with the Edwardsville location that I can't even fully cover everything here. Might as well apply at Walmart, Amazon or any job requiring just a high school education and make very near or more than what entry level makes here minus the drama and corporate nonsense that is forced on you with this job. This location WAS great, but now-a-days I'm embarrassed that I've told people that they should apply here. There's a section for advice to management here, but I HAVE given advice to management. I've voiced my worries as much as I can without emailing HR and am now willing to accept it as a certainty that nobody in management there is bothered by my concerns. So if constant internal emails that aren't replied to or even acknowledged have a zero-sum, then why would one consider this Glassdoor review to have any leverage on the situation? Based on actual conversations, most feel like they have nobody on their side and HR is the last finger holding onto the cliff. If something isn't done soon then, for many, that finger is going to slip.