According to a new report, T-Mobile's parent company Deutsche Telekom is nervous about solving T-Mo's working conditions.
Sources in social conversations with Reuters said that a pair of Deutsche Telekom’s “major investors” were concerned about the treatment of T-Mobile’s US employees. In addition, legislators in Washington, DC and Berlin hope that the German government will ensure that DT solves these worker issues. The German government controls 30% of DT.
The concerns of these investors stemmed from problems between the two labor groups and T-Mobile US. Last year, a judge of the National Labor Relations Board (NLRB) stated that T-Mobile has 11 different illegal policies, including prohibiting employees from discussing pay with each other and talking to the media about their working environment. T-Mo is appealing two of the 11 policies deemed illegal and accepting the other nine policies, but stated that the judge’s ruling was a “legal technical issue” and no employees claimed to have actually been subjected to the illegal policy Impact.
At the same time, the NLRB’s second August ruling stated that T-Mobile employees at call centers in South Carolina and Maine were prohibited from discussing employment conditions and required them to sign non-disclosure agreements during internal investigations. T-Mo stated that it has changed its policy in response to the NLRB's ruling.
Finally, the United States Communications Workers Union claimed that there were multiple incidents of employee abuse at T-Mobile. An employee at the Chattanooga call center said employees with the lowest sales would be forced to wear clumsy hats. CWA also stated that a pregnant employee was prohibited from going to the toilet.
In response to reports of poor working conditions, T-Mobile said that John Legere and other executives regularly visit the call center and talk openly with employees. T-Mo also stated that its average retention rate is "better than ever."
John Legere often shows himself visiting call centers in photos posted on Periscope and Twitter, including the Bellingham, Washington team he visited yesterday. Although Legere tried to visit employees, talk to them, and boost morale, these reports indicated poor working conditions in some places. It is of great significance to receive multiple complaints from organizations such as NLRB and CWA, which is why several members of the US Congress and a German trade union petition the German government to take action on these allegations of poor treatment of T-Mobile employees. The German government has not issued an official response on this matter, but it did respond to a German legislator who commented on T-Mo’s working conditions, saying that it respects workers’ rights “in accordance with American law”.
Tags: American Communications Workers, CWA, Deutsche Telekom, National Labor Relations Board, NLRB, working conditions
Once you see the first letter CWA in the mix, it means you have no problems. They are just looking for another source of income and are worried about seeing another successful company do so without the help of them or any union. They are the subjects that the NLRB should investigate. It is understood that they should be called CNWA (non-workers) because they have not done anything to facilitate the actual work of their members, let alone come to work.
T-Mobile is a great company, and they are really nice to employees at all levels. Like any large employer, there will always be some very isolated incidents, but this is far from reflecting 99% of the situation in other parts of the company.
Do you work at T-Mobile? You did say "T-Mobile is a great company", which makes me believe that you do work for them. I'm not saying that T-Mobile is a bad company or that they abuse their employees because I don't know. But I did say in the past that it seems that many T-Mobile employees post on this site because many are biased.
I believe that any former employee will express their views on the former employer. Especially if they part ways unfavorably and/or the company performs well.
What I want to say is that T-Mo is just like any other company. There are + and –. Some are biased, but this is not cool. I have worked at T-Mo for 11 years and have 8 lines with them. T-Mo is a company that is not good at doing business. It is definitely not, but it is not the best. The following is my evaluation of T-Mo: Pricing = A, Service = B-, Customer Service = C
I agree, except for customer service.
Based on my own personal experience, I have never encountered customer service problems. So I gave it an "A".
As far as the company is concerned, yes, they are a company, not any of our friends and family.
This distinction needs to be made and maintained.
Okay, I think I'm too harsh. I think their customer service is B. Although it used to be A+
But you can evaluate them as you wish. After all, this is your experience!
I just agree with your other ratings, which is why I did not provide my own ratings.
They always solve any problems I have with them, but the last problem I was able to solve after almost 4 months. 7 phone calls were answered, which is why I rate them like this. I still consider myself a happy T-Mobile customer, and in general I like T-Mobile.
I agree, the same experience... it takes multiple calls to resolve. Yes, I still like T-mobile ......
Yes, when I read this article, I immediately suspected that this complaint was in the hands of the union. They found that some dissatisfied employees used their fabricated allegations to force the company to form a union.
Meet 3 people who work at t mobile. They all like it and never complain. When I go. Entering the tmobile store, they seem to have a good time 95% of the time. When the galaxy s6 came out, I entered one. The whole shop laughed and became part of a conversation. Now this is my type of work environment
You cannot compare call center work with retail store work. I have done both, and working in a call center is terrible.
Then the purpose of the call center is to handle customer complaints, solve billing issues, and then open and close accounts according to customer requirements. Not exactly an interesting job.
I used to work for them for a while, my two cents is that they are very strict about sales, you might get fired for not experiencing high jumps or Internet or even mobile broadband activation, now it’s ridiculous, that’s why they It needs to be added to the account anyway without concentration. This is good for investors, but a bit bad for workers, and then everyone grows a dollar sign on our heads, and suddenly customer service drops a bit.
This is a sales job, you just need to know how to sell! !
I do, in fact, I used to be the best performer in my area, but when I work, I build trust with my clients and provide them with what they need instead of providing people with what they don’t need now. thing. T mobile must realize that not all customers need more than two games of data and do not want to jump. Now the jump request exceeds 70% and the data exceeds 80%! Seriously, I hate that people can't sell you something and put it on your bill or sell you something you don't need!
Yes, I like to be told that I am "non-compliant" because I encountered a call... volume during the 15-minute break I specified. Then, you are thrown into a new queue and don't know how to process these calls, nor can you access the information needed to process these calls. Or, you accidentally join the Spanish queue and are threatened by transferring a large number of calls that you cannot understand and should not be answered.
I certainly don't miss working for T-Mobile, and in the rare cases where I have to call customer service, I can see that nothing has changed. In fact, the situation seems to have gotten worse.
curious. How long ago is this?
It must have been a few years ago. Since John took over as CEO, tmo has opened more call centers. My call was answered in less than 2 minutes.
No, I can prove that the code is "magenta", where ACD has hundreds of calls in the queue.
The general idea is to tell the customers running your CRT to "transfer them to experts who can help you further"
Dump it to gen care at and answer the next call!
No, this situation continues now, and no new centers have been opened for technology at all
It was between 2008 and 2011, so I can't personally talk about the situation under Legere's leadership. However, many of my colleagues are still there, and I still hear the same horror stories. (Now there are more requests to interfere with the data plan and Jump! Insurance to the account!)
I am not particularly clear, but the cancellation of training courses due to heavy calls has nothing to do with lack of personnel. The call volume is ranked from low to high, blue>green>yellow>red>magenta. If we are "blue" or "green", the representative will go home early. (When the volume is so low, you usually have 5-10 seconds between calls.) If my team training session is scheduled for a time after this happens, it will be due to the newly created “red” or “foreign” "Red" situation was cancelled.
I am a general care representative, but we will be trained to handle calls in another queue, such as technical care or financial care. When you return from a training session to the phone, you will be automatically placed in a queue related to the training you just received, in addition to the other queues you have received. Whether you have actually received training is not important. In most cases (Tech Care L-2, Financial Care, Flex Pay), you will not even be able to access the information needed to process these calls in Streamline until the training is complete. In this case, at least in my center, transferring these calls to "experts who can further help you" means that someone will threaten to terminate your work due to unnecessary transfers...
I saw someone mentioned that they changed their rest policy since I left. Great, but I remember the first time I heard CWW's story about the pregnant representative being fired for using the bathroom. According to my personal experience, this is absolutely credible. I often have to complete a call during the break, and then if I come back after the scheduled time, no matter when I actually rest, I will be threatened.
Perhaps these are the central issues of every call in the United States, but if T-Mobile "renovates" its customer service operating model, it can greatly improve their services. It sounds like everything they do is only to adjust when absolutely necessary, and just to prevent employees from realizing that if they join the union, things *may* be better.
They got rid of this transmission indicator and reduced the FC's VOC. The indicators are mainly based on CRT and FDP/DCPH.
One family member works at T-Mobile and another works as a subcontractor, and they like it. The working conditions couldn't be better. It is always a pleasure to work there. T-Mobile is having a huge impact on other operators. With a huge dent, customers have turned to T-Mobile and stayed behind. This is all related to this. Dumb and Dumber have made some phone calls and anything else they can promote to promote T-Mobile badly. Just like Binge On, there are complaints about free data? Most people who are not even T-Mobile customers and complaining T-Mobile customers don't even know what they are complaining about. Never has any mobile operator been more satisfied than using T-Mobile. Thank you T-Mobile, thank you John Legere.
I have accounts with all operators. I often deal with an employee who used to work in an AT&T store and now works in a T-Mobile store. She is happier there.
Unsurprisingly, the happiest employees work for my most experienced operator. T-Mobile is my favorite to deal with, and Verizon (although expensive) is also good. Sprint is relatively poor, while AT&T is even worse.
The union can never guarantee better working conditions. What it does is authorize the union to extract the appropriate portion of each employee's salary. If unions can put such pressure on AT&T to improve working conditions, they may actually prove useful. I doubt if they really care about working conditions, as long as they continue to cut their wages while their salaries (and their incomes) continue to rise slowly.
The CWA union tried to force another company to obey their absurd demands. These people should not be taken seriously. They are a mob lobby group, and their work is just to make money.
The incident described does not seem to be limited to t-mobile's call center, although the stupid ceiling seems unprofessional, even if only other t-mobile employees see you in it.
These CWA kits have yet to see what happened to the car dealership. You are either the king or you want to be in t-mobile.
Since the alternative is to improve performance, I don't see a problem with it.
The work and working conditions in most call centers are terrible.
Germany must be a paradise where representatives of the German people care about working conditions in other countries.
ehhhhhhh I like to work for tmobile, I don't want any union crap trying to get my money..
How does this company solve the problem of hiring only part-time sales positions. There are only 16 hours a week, and there are usually 3 days of vacation a week. How can you support the family or pay the bills?
I do like working for t-mobile, but I do think someone should investigate. Why do Verizon and AT&T only hire full-time jobs? Because they want their sales representatives to be 100% mentally
It must be your shop where I work, and we are all hired. Try moving.
Usually business hours are based on performance... Either your store is overstaffed, or you need to start getting some attention through performance.
I have worked in the company for more than 5 years, and my performance as a part-time employee has exceeded that of our full-time employees. We must have 2 salespeople overstaffed, but no one took any action.
Incorrect representatives only work 16 hours a week
I have been a retail manager at T-Mobile for 8 years, and I will add some insights. T-Mobile is not necessarily a bad workplace, it's just not a good workplace. They are notorious for paying employees' salaries and understaffing stores. As a manager, you can exercise judgment, but you do not have the resources to do so. This is very frustrating. My store always ranks first in our market and rarely ranks second. We almost always meet every indicator requirement in our extended target, which translates into a consistent target of more than 100%. We are the largest store in our market and are considered "a must-win". This is a disguise that is constantly being micro-managed. I have always believed that small improvements in all other stores in our market will have a greater impact on the number of markets. In many locations, the goal is always between 75% and 85%. Improving these locations will produce greater results. T-Mobile doesn't want free-thinking people, at least not in management positions. I can't tell you how many times I was told "Just Run The Play", it was maddening to see the solution, pointed it out and was ignored. I left and started my own company. This is the best thing I can do.
You know that this may be a direct reflection of your DM, not the entire T-Mobile. Some DMs like micro-management, and some DMs let their store managers actually run their business.
I am glad to hear that you are ready to do bigger and better things.
Cwa's voice has been going on for 10 years, because they can't catch their own paws in the company, so they find people who can only tell half the truth to complain.
I want to share a story about what happened when I was working there about 3 years ago, when Leger first started. Someone at the company filed a complaint after seeing a photo of the "Magenta Day" celebration, which showed a manager with a large number of pierced ears, nose holes, and obvious tattoos. This is from another store in my market, but everyone in that store (for that matter, most of their customers come from the small shop that calls itself "punk rock town"), they are all dressed like that. The next day, we all received a company newsletter telling us that each ear is allowed to wear 1 pierced ear, no facial piercings, and no visible tattoos (I think there are no tattoos? Don’t remember). In any case, the employee gave his own reasons, and Legge also heard the wind. About a week later, both Leger and the manager participated in a large event. Leger met the manager in person and changed the policy, so managers can decide for themselves how they want their employees to dress.
The staff and managers are great, I am still a good friend of many of them, if you work in a big store like me before, the salary is incredible, although it is a part-time job, the benefits are still great (tuition reimbursement , PTO accumulates faster than I can use, free buses/parking permits in high-cost urban parking areas, 401k matching). I don't know how the call center or company employees are treated, but their store representatives are treated like royalty.
I like working for Tmobile, but I miss working for Tmobile... I was fired because my management team pressured our representatives to get customers eligible for all promotions with a $0 down payment, and more than 10 Representatives were fired. Not only that, but the management team that put pressure on us did not take any action. I miss Tmobile and I hope I can go back.
Haha, I did work in a high-selling store. We perform 800 to 1,200 activations per month. I think the generous rewards are all in the eyes of the beholder. I would rather make a profit than use my time to make a salary. This is why I started my own company. Literally, this is the best thing I have ever done in my career. Some salespeople think that 5k a month is a good pay. I personally don't know how a person can live on that little money. At least not in Southern California, not very comfortable. I think if you are just looking for a job, that's okay. This is definitely not the career path I chose. I think outside of micro-management, the most frustrating thing I find is about operations. T-Mobile did not take the initiative, but took an incredibly reactive approach to things. Insufficient staff, insufficient working hours budget to staff the store, and low inventory of thermal equipment. They want a low churn rate, but believe that mobile phone protection can solve the churn problem. It's all about having a strong network (I know this is a work in progress and continuous improvement), providing quality customer service in stores and on the phone, and better integrating quality customers with sub-customers. Everyone knows that quality customers are more stable and more profitable. I keep saying that they get it right 90% of the time 80% of the time. I have a great team working for me, and they don't know what management has to deal with. If you are lucky enough to have a good manager, you will never know all the negative aspects. Know that this is not your job as a sales assistant. On the other hand, T-Mobile is very opposed to the alliance. Any conversations about union activities should be reported immediately.
T-Mobile is a sales job from CEO to part-time employees. Even if you are above, there will be a lot of pressure. There is no excuse for breaking the law, but before you start complaining, know what type of job you are applying for.
As a regular customer for more than 10 years, I really noticed the nuances between customer service (call center) and retail level. In the past, if the representative said that they would follow up, it was guaranteed that you would get a clear answer to the call back. If you stop at a retail store to ask a technical question...you can easily get help with the equipment. Now you are called customer service...at least in the retail stores I have visited. In addition, when my account was greatly affected, I had to contact the company level several times. Simply put, for me, T-mobile has always been a leader in the industry with its customer service. To achieve excellent customer service, you must have an acceptable organizational culture at any level. Finally, yes, yes, compared to other operators, I still like T-mobile services...
As a 15-year T-Mobile employee, I have nothing to say about T-Mobile as an employer. Even in the dark years before John Legere turned the company around, we were treated fairly, and I never cut salaries or gave up bonuses. As you can imagine, we work very hard because our customer base has actually doubled in two years, but I think it’s the team’s effort to try to keep up with the ever-increasing capacity and service requirements, thus allowing us Stay ahead of the charge. It is difficult to express in words how it feels like you will become "moderate in scale" when AT&T takes over to stand on the front line of the industry revolution. Although I don't work in a call center or a first-line store (I am a network engineer), I have visited these two centers and found that almost all of my colleagues are very happy to be here. As far as I can remember, this stupid union has been trying to break into T-Mobile. Since they couldn't let us join the union, they changed their strategy. Although I am sure there are current and former employees, I have been talking to people in the nursing, engineering, corporate and retail departments. I am not an executive or manager, and no one has any reason to whitewash their feelings about T-Mobile to me. Generally speaking, the people here are very tired, but very happy. There are many demands on us, but we also tend to feel engaged. We are part of the change, and we know it.
Changed a month ago and always talked with representatives on Twitter. They always respond quickly and provide help. So far, they have only good things: D
Then your choice is not important, you are an engineer-call center employees are the victims of this company. I have seen when they stopped raising their pay for many years. Closing call centers to sell companies, leaving thousands of people unemployed or forcing them to move elsewhere to keep their jobs — if they decide to move, most of them will be demoted. Discrimination, unreasonable dismissal, concealment of important information from employees, and our benefits are often changed and reduced.
Yes, our customer base has doubled-and we have fewer employees-which makes the work of call center employees more difficult, because call center employees are constantly answering the phone and there is almost no breathing space. Month after month, calls in certain queues have to be in line for more than 40 minutes, and there is no real concern about the physical and mental health of the entire staff.
They started to change things when the union put more and more pressure on them-the union raised a lot of concerns, and they rushed to try to make changes so that more people did not want to join the union. They got rid of compliance (phone hours and breaks) because of the threat of prosecution-but you still follow the standards anyway.
They changed the way the PTO works and provided an option for the "PreAb" time so that you can leave in an emergency/illness...except that when they do, they get rid of the same day PTO, which is a separate PTO time bucket For those who still want to take a break that day, this is available at the beginning of a few days... and then back to PreAb... They have also changed and manipulated it now, you need two Only one level of approval can accept it-even if it is an emergency-they strongly ask you not to accept it.
Some queues are told to handle everyone’s work... instead of their specially trained calls, being told that transferring to the right department is a dismissable crime. Even the best for customers. Once this information is passed to other queues, the department becomes a dumping ground for anything that no one else wants to try to fix or deal with-when this issue was submitted to management, we were told that despite being paid, But we were told to only do what was told more....
These are just a few examples of what happened in the call center...
Is this really the union’s fault or lack of management experience? Ideally, considering the ever-changing climate and working environment, everyone should be affected to a certain degree... I hope it will not cause major unemployment. For me, I have experienced the difference in T-mobile customer service level. Until now I am not sure why, that is to say, based on your comments (call backlog, decrease in number of employees, increase in users, arrival at overseas call centers... etc. Hope things will get better... ...
I don't think it is unique to call centers. I think its frontline support is average. Sales staff have been forced to reach numbers or be shown through recorded processes. Yes, this is a job as a sales assistant. However, if one employee spends 2 hours fixing someone else’s mistakes while another employee is selling something, there is no need to think about it, and vice versa. Yes, it should work in the laundry room, but the set goal is based on the "swing of the door", which may be impossible to achieve in some cases. Some goals are inconsistent with what the customer wants or needs, and you will be punished for weekly training, meetings, PIP, etc. For example: data addition (paid data) must account for X%. However, if customers cancel it within 90 days because they have not used that much, it will have a negative impact on the associated payment data addition.
Oh, I missed the memo, which said my opinion is irrelevant because of my post. My fault. :) My experience in Bellingham, Redmond, Albuquerque, Birmingham and Colorado Springs call centers (where I spent a lot of time chatting with representatives) did not reveal anything like the one detailed above The degree of anxiety. Although I would hesitate to reduce any unpleasant experiences you may have, given our almost highly sensitive PC corporate culture, I find it difficult to accept discrimination accusations. Policy does not mean that a lonely paranoid will not find a way to become a bastard, but the suggestion that there are some institutionalized or tacit discrimination at any level seems far-fetched to me. PTO on the same day is also something I should not do as an engineer. It especially affects your work in the call center. You cannot simply delay one day-you are scheduled and need to meet immediate daily needs. This is bad form unless there is a real emergency. Man, I think if I apply the logic that being asked to use fewer resources to do things that I don't like or have not received training is to abuse employees, I would have quit my job a long time ago.
The Birmingham Football Club Center is a terrible place, and the management styles including former and current directors are terrible. No wonder they have so many people on the FMLA there.
Since the daily service level is higher than expected, Same Day PTO is a separate bucket, so they can allow a certain number of representatives to be absent during the originally scheduled time; therefore, this is a good procedure. It's not just skipping work for no reason.
Once again, working in the engineering department is the opposite of working in a call center. You visited the center—it’s good for you—how many people would tell someone they don’t know about their dissatisfaction with certain policies?
You must be absolutely stupid to think that anyone will be like "Hey! You! Engineer I don't know—let me tell you something I hate"
People are afraid to speak out because they are worried about their work. I talk about things that I think are unfair within the company every day. I think the union will solve this problem? No-not necessarily, but it does need something to have a real effect.
No matter which company you work with, the call center environment is a tough one. For a company like T-Mobile, many people call because they have some kind of problem that needs to be solved, and I dare say that most callers are not very tech-savvy (a savvy person can figure out what the problem is, and then Google solution). The representatives I have dealt with in the past are always very pleasant and helpful, as you can attest, this is after they may have dealt with many rude clients. In the call center, only you and the customer are talking, so it is not easy to listen to the voices of many idiots every day. Nonetheless, nursing representatives do this day after day. In retail stores, they have to deal with many of the same people face to face (I use this term very loosely). The difference is that in retail stores, rude customers appear on stage in front of many other people (and in front of the camera), so this creates a different situation, but these representatives will also deal with it calmly. Nevertheless, there are always good and bad representatives, just like there are good and bad managers and employees, unfortunately, there is no professional ethics...any company. T-Mobile has always been a world-class company, and they treat not only customers (which were indeed affected a few years ago) but also their employees. There are always unhappy employees, just like there are always unhappy people...no matter how good things are. I totally agree with everything you said...even if you are just an engineer (haha).
So, if you are so painful, why do you still work there?
This is an absolutely stupid question. Just because someone has a problem with the way a certain place works does not mean they are absolutely miserable. However; it does mean that I believe in the company-and hope that they do well, but not at the expense of the health, mental or physical of the employees.
Maybe this is the problem of T-mobile employees (Kravn and others). Is this really the union's fault or inexperienced management... or something transformative? Ideally, considering the ever-changing climate and working environment, everyone should be affected to a certain degree... I hope it will not cause major unemployment. For me, I have experienced the difference in T-mobile customer service level. Until now I am not sure about the reason, that is, based on some comments (call backlog, labor that decreases with the increase of subscribers, arrival at overseas call centers, sometimes, inaccurate information... etc.). Hope things will continue to get better...
Yes, it hit the nail! I like working in this company! One of the best decisions I have ever made!
I quit T-Mobile after working there for 3 years. Despite the large number of people, they refused to let me or anyone else work full-time...most of the time it was under 18 hours a week. I am now very happy to work for a competitor and earn huge income depending on how many hours I need to work.
There is a lot to say about T-Mobile, a lot of agree/disagree, as we have already seen in these comments. I just want to share my stories and opinions. I worked at T-Mobile from 2003 to 2014. During that time I spent most of my time as a coach in technical nursing. When I first entered T-Mobile, I was wearing rose-colored glasses. They provide opportunities for advancement, accumulate knowledge in the ever-evolving mobile/technology/communication environment, with good salaries and good benefits. I started with a care agent and went all the way up. In the beginning, it was great. The company focuses on you. Even when we experienced months of no calls, the initial frustration seemed minimal. As I make progress in my role, I feel that I can make a difference with this company. I get along well with everyone and thrive as a person who can inspire others. At the end of my "career", I think this is a combination of things that affect me. The leadership is always unscrupulous. We must be strong to ensure that we represent the company in the best possible way. When we encountered AT&T's ordeal, we were the first to enter the room to solve the problem (did I mention that we found information about the merger on the Internet, rather than through the company's official communication). We helped maintain the expected panic, but we were always talked about. Regarding union representatives, we always attend these meetings to discuss strategies to prevent union representatives from any communication at all costs (ie don’t communicate with people standing outside the building, if there is one, pick up all the flyers in the building, otherwise we Will have to "let them in", not talk about unions and focus on all the great things that T-Mobile must provide, etc.). In the last few years of my career, I never felt that we had established a strong partnership in helping agents. Some managers became greedy and began to push indicators. Others wash their hands to help the front line, focusing only on keeping the best, and everything else fails. It's not that I myself, as the leader of the industry, I am the best. I am by no means the best. I am very good at my role. I have helped agents succeed. I have helped people get where they want, including promoting many of my agents to roles outside of leadership or operations. Nevertheless, as time passed, I continued to receive poor treatment. Rather than offering help, it is more like a microscope to see how fast they can take me out of the building and bring me into the next person. Even if I applied for a position other than operations, such as analysis, I was clearly qualified and passed many interviews, but my leadership still lacked the ability to support me. The last nail on the coffin was my task, before they asked me to pack it, to remove a lot of my agents because of "performance", unexpectedly. In the end, poor treatment, focusing on numbers instead of people, and honestly exhausted got me into trouble. T-Mobile has a lot of great things to do, but in the final analysis, this article is very accurate. If you can turn your nose yellow and get "numbers", you are golden. If you are just trying to keep your head above the water, be prepared for scrutiny and everything else in between. As a company, they will continue to do well, and we will continue to complain or praise them. Feel free to accept this comment. This is my experience, I just want to share.
Their call center is a bit bad. If you ever need to be investigated, never expect a call back. The phone did not receive MMS. It turned out that there was a problem with my phone, but after a month, T-mobile did not respond.
The best customer service in the industry! Ha ha
I hate call centers on the East Coast. I have had the worst experience with them. The best is in the west. Colorado and Oregon are my two favorites.
One of the important reasons I left T-Mobile for AT&T was treatment. T-Mobile employees should unite and join the CWA union to gain support from senior management
My wife worked in the t mobile Chattanooga call center for 8 years and worked with them as the team manager when she was 19 years old, and has been one of the top managers of the center, but was fired due to some bull/shit. At the same time, the general manager just sits in the office and plays on the phone, looking at Kacey's ass. She can't handle/execute the role of manager, but because he really likes her, he always finds a job for her. The center will never move bars there with GM. He moved from a center to this center, but still can't perform like a general manager. If you are not in his circle, he will treat you badly and drive you out. Can't wait to see my wife
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