Crown Castle reviews

Crown used to have a line to get into the company because they truly cared about their employees. In the past 8 years, it just continues to decline. The CEO has made it very clear they have zero interest in listening to the people who do the actual work. They act like they care, but then when the employee survey is sent out, they either skim over or completely disregard the areas that have negative reviews. During the layoffs, it seems like they wanted to get rid of everyone that knew how good Crown used to be. Now they are reorganizing the entire company and the people that are left will now have to clean up the mess. Just a few years ago, they wanted everyone to be able to work most roles from anywhere in the country. People were encouraged to apply for positions regardless of where they sat. Now, it seems like they are going back to districts and requiring people to move to Houston or get let go if they are not in a "regional role". Another decision that has backfired for the employees.

I worked directly with People Leaders as a Leader Coach and enjoyed my time with each one. The Cons come in unfortunately with the departments lack of honesty, integrity, and trust that has been ongoing with request by senior leadership for "reporting". Will keep to just the objective facts which would are completely true and leadership would have the reports available. 1. Confidentiality - People Leaders are informed that their coaching sessions are confidential which is not truthful at all. Discussions about specific coaching sessions with leaders are held between coaches, HR, and other business leaders around personal coaching sessions. 2. Tracking without Consent - Without People Leaders knowledge, coaching sessions are "graded" by their coach and captured in an MS Forms document which is distributed to talent leadership and members of the executive team. Questions such as how did they show up emotionally? What mindset did they display, Fixed or Growth, and other subjective questions around did they display a fragile, robust, or antifragile mindset. Too many questions to list here, fact is People Leaders had no idea this was occurring and the coaches didn't have any training on how they could grade effectively in these areas. 3. Business Insights - Once again without consent or knowledge, discussion points that are brought up in coaching sessions which are supposed to be confidential are included in an actual "Business Insights" report so if you bring something of value and confidential, it will be captured in this report and sent to leadership. 4. No Process - For the most part, there is no coaching process and coaches don't have credentials or training which means no targets, goals, or measurements are built out to show progress. Some coaches work minimal hours through the week while representing a full schedule. This can be easily verified through teams meeting reports as almost all the coaches were just holding sessions virtually.