If you could tell the EMT the #1 thing they need to do to bring Crown back to a relatively great place to work, what would it be? It seems like a lot of us are really unhappy and discouraged about our jobs right now but are holding out for things to improve.
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Crown still has a great reputation in wireless, maybe that's not the case in the utility industry.”
Wrong. Crown has a horrible reputation.
Crown still has a great reputation in wireless, maybe that's not the case in the utility industry.
My office has had 5 resignations in the past 8 weeks. That’s one pretty much every other week with more coming before the end of the year. Crown Castle has a poor reputation in the industry. That’s such a shame.
I started typing up a whole list of observations and suggestions about this. but in looking at what I wrote I deleted it.
If Crown management doesn't want to address it's employee concerns please find a better job where you will be treated better, paid better, and overall happier. Putting your ideas and suggestions here is a waste of your time. There is so much more out there, and the world is NOT just crown castle.
Please, value yourself, your time and your family, and NOT a corporate entity where they put you over profits. If you died right now, Crown would post your job before your obituary was published.
Crown needs to get back to get back to how they ran their business 10 years ago. It seems like the culture that was once the best part of Crown has slowly disappeared with every with every company they acquired.
Just get back to paying the employees better. Stop promoting people to increase their pay rather than just increasing their pay at their current level. Promote from within. We have too many managers with no people skills or interest in cultivating great relationships with their teams.
More pay on the bottom of the corporate ladder and less pay at the top of the corporate ladder. Promote from within.
The EMT says that this company is run by individual contributors. However, by this logic, the EMT does not listen to the people that are running the company - just skimming the profits the IC's create.
Step 1 - Cap EMT pay/compensation of all types to max 10x the LOWEST paid employee. We can negotiate EMT pay when the IC pay is satisfactory.
Step 2 - Remove between 2-3 layers of middle/upper management. They are responsible for not carrying the words from the IC's to the EMT in a convincing manner.
Step 3 - Increase the pay for the IC's and working class. If their title ends with manager, they should not be getting the pay increase I am advocating for in this post. Old CC used to pay well and they gutted those people out of the company.
Step 4 - Reinstate an "All Hands" - people are complaining about LT Vs CC - then have them meet face - to - face and talk things over.
Step 5 - Use the money/cash we have to create new enterprise systems with real data worth buying.
Step 6 - Let people work remote if they want to.
Step 7 - Create a subsidiary of vaccinated employees that work the federal contracts. Do not force a vaccine mandate on people that do not need it.
Step 8 - Start getting good healthcare again. Stop changing the healthcare provider every couple of years.
Step 9 - Provide the people that go to an office with healthy snacks like fruits and veggies.
Step 10 - Promote from within. Like Chikfila.
I think most of these points count as one, because it is all about spending the money on the most important parts of the business.
Ideally, Crown would form an strategy, which is cohesive from executive level all the way down to operational level. At this time, there may be a strategy, but it doesn't reach the operational level or tactical level.
The middle is where all cohesion stops. Middle management for the most part is uneducated in current business climate, unconnected, unaligned with the top and bottom levels. When they should be acting as a proponent of strategy and communicators of issues and problem solvers, they are instead resistant to change and morose towards feedback.
This is where the cohesion breaks and you end up with overloaded, taxed and burnt out operational force, untrained project managers and their managers trying to drive when they, themselves, misunderstand what makes success. And executives at the top think everything is great - because they don't see how badly it's breaking apart.
This is also where the issues, which affect implementation of the overall strategy at the bottom level, never reach the top to allow leadership to take corrective action to ensure the operations support the executive strategy.
It might be beyond fixing, as too many ruthless narcissists are entrenched at the top and middle. They only take - and take and take without regard to resources they're depleting and the impact to the company.
I don't have hope with what I've seen in the last couple of years. There isn't a commitment to infrastructure development (internal tech and tools) or knowledge (which they bleed at an exponential rate since 2020).
What's left is the chaff in leather chairs. Too stupid to succeed, too stubborn to give up their spot. Don't care about the greater good for the company, as long as they got theirs.
Nothing speaks louder than silence. And silence says I DON'T CARE ABOUT YOU AND YOUR CONTRIBUTIONS. YOU ARE WORTH NOTHING TO US.
We need more bodies. The workload increased after layoffs with some absorbing positions without any increase in compensation. There’s no more bandwidth in some departments, and it’s difficult to fill these positions internally because the compensation isn’t worth the workload.
I would take a pay decrease to have a manageable workload
They need to figure out why half of these threads turn into lightower vs legacy crown. I don’t think either side has tried to like or know the other, even after they’ve tried to reorganize and combine the two. It’s become an excuse for failure to blame the other half now.
I don't get why anyone acts like this is new. favoritism, harassment and terrible onboarding have been issues long before lighttower.
“ Light tower culture of bullying and selfishness has destroyed this great company.”
Lightower people aren’t the only ones to blame for the bad culture. We have a couple of ex Comcast and ex mastec cancers that we need to get rid of. One is a spineless yes man and the other is a straight up bully who is condescending and demeaning to people. Good people either have already left or will be quitting soon. I just hope I’m not the last one to leave.
We need to get back to the pre light tower acquisition days. Light tower culture of bullying and selfishness has destroyed this great company. That’s the one thing I would tell the EMT. Light tower leaders need to be removed from the business. Just bad people. If we don’t move on from there mindset and how they treat people things will continue to spiral and we wont recover.
Return to being a caring, relationship and employee-focused company. Promote from within based on merit and performance rather than cronyism. Return to zero-tolerance or rewards for bullies and phonies. Provide greater transparency and equity in pay with equal pay for equal work, period. Stop pretending the gross salary inequities granted to employees from acquired companies (LT) or the good ol' boys network are justified while expecting hardworking legacy or 'politically disadvantaged' employees to suck it up with a smile. Respect the legacy values that made CC a company prosperous enough to acquire LT instead of allowing its disingenuous, cr---y, narcissistic culture to swallow us up whole and sp-t us out in demoralized pieces. Measure success through caring relationships, fairness, trust, service, and integrity among teams. THAT is what truly leads to prosperity in business and life in general.
Training! For PMs and PCs. It’s absurd to hand over hundreds (or thousands) of projects with millions of dollars in financial responsibility to new PMs and PCs and have NO TRAINING. Right now the on boarding experience is shadowing with their extremely overworked/overwhelmed peers and a handful of learning videos, which ends with everyone having an awful experience. You know something is wrong when every new employee confesses to you that they almost immediately quit, or ended up in tears/panic attacks due to how horrible their experience as a new employee was. CCI likes to say they want to be the Amazon of telecom with app to air, but we will never get there if the EMT doesn’t correct the absolute train wreck we dump on new employees. There needs to be actual trainers who are SMEs who are educated in the principles of adult education along with a standardized plan of teaching core concepts first and working up to more advanced skills.
Based on a lot of conversations I think 2 things really need to be done. The first is difficult but there's a serious issues in the upper to middle management ranks. I'd encourage them to take a good long hard look at people who have been squatting on their jobs for 20 years. Sure in 2001 when there were 75 employees this person was the best candidate to be a director but their time as come and gone. A director at a fortune 500 company in 2021 is a different skill set than at a small business pre 9/11.
The second big one is to actually practice the B3s and just be real. So many of the complaints I hear are about words not lining up with actions. I am not alone in wishing that the EMT would stop talking about our (no longer present) culture every 4 months when they stick their head out of the castle window. We're all just numbers at a place that doesn't care... And I'm okay with that, just keep paying me and it's okay, but stop lying to us like that's not the case.