Siemens Employee Review

Salary - | Culture - | Management - | Coworkers - A

Pros: Relaxed environment with friendly people
Cons: It's in Bellefontaine, so its far from the city

Salary - | Culture - | Management - | Coworkers - A

Pros: Relaxed environment with friendly people
Cons: It's in Bellefontaine, so its far from the city

Salary - D | Culture - F | Management - F | Coworkers - F

Pros: Salary was the only pro
Cons: The Manager for service coordinators sells the position well. Once you are in, there is nothing that helps you do your job. Listening to meetings weekly and watching the manager “do” things on shared screens fast is a joke. I was told by another manager “no one was taught the position correctly” so the person training me was a joke. You’re told you train for a month and then work from home two days a week. I would come in and no one was there to train me. No communication. I would suggest ideas of how to make things easier the response was “absolutely not”. The manager added new duties and changed rolls for each department service coordinator multiple times while I was there which makes a job to learn very difficult. My mentor/trainer again was a joke, I was left for an hour and half for her lunch multiples times. She would delete emails nonstop. She would tell other managers “you can fire me”. She talked horrible about everyone in the office. Most time there was spent listening to her complain. After then going over this with my manager it was suggested I train with someone who is not in the office and I had to wait for them. I was told to wait until she could help me which was early afternoon. The manager was not a manager and did not know how to handle and or resolve issues.

They need to revamp the entire department. Open door policy is not a thing. Training is not official when no one really was taught correctly. Changing the SC rolls every month is discouraging. One on ones are not a thing.

Salary - D | Culture - F | Management - F | Coworkers - F

Pros: Salary was the only pro
Cons: The Manager for service coordinators sells the position well. Once you are in, there is nothing that helps you do your job. Listening to meetings weekly and watching the manager “do” things on shared screens fast is a joke. I was told by another manager “no one was taught the position correctly” so the person training me was a joke. You’re told you train for a month and then work from home two days a week. I would come in and no one was there to train me. No communication. I would suggest ideas of how to make things easier the response was “absolutely not”. The manager added new duties and changed rolls for each department service coordinator multiple times while I was there which makes a job to learn very difficult. My mentor/trainer again was a joke, I was left for an hour and half for her lunch multiples times. She would delete emails nonstop. She would tell other managers “you can fire me”. She talked horrible about everyone in the office. Most time there was spent listening to her complain. After then going over this with my manager it was suggested I train with someone who is not in the office and I had to wait for them. I was told to wait until she could help me which was early afternoon. The manager was not a manager and did not know how to handle and or resolve issues.

They need to revamp the entire department. Open door policy is not a thing. Training is not official when no one really was taught correctly. Changing the SC rolls every month is discouraging. One on ones are not a thing.

Salary - A | Culture - A | Management - B | Coworkers - A

Pros: Unlimited OT (certain sectors) Tuition Reimbursement Matching 401k First yr 144hrs of PTO (includes sick if not supervisor) Paid holidays and 2 floating days
Cons: CMSE sector has no growth Manager does not encourage staff to grow (CMSE) Offers no advancement opportunities (CMSE)

Sector needs to utilize the more advanced employees to its advantage to enhance the sector as a whole. Create positions that will specifically handle verification of current accounts. Utilize the extracted data to maximize how to place staff (caller takers and call makers) Most importantly pay needs to match experience (no one with 10+yrs of experience in customer service or similar roles should receive the lowest pay on the pay scale) Reward staff that make the job a priority (turnover rate would not be so high) Senior staff should not be subjected to schedule changes after 3yrs