Rogers Communications FAQ

Pros

Great benefits Shift was good Manager and team was good

Cons

Work location Salary increases low Work life balance difficult

Pros

The pay structure is fairly straight forward and they typically offer a bonus and a merit increase (unless times are hard. Which they are now). You'll be given discounts on Rogers services ( though they're overpriced to begin with). A few of the offices are quite nice, if that kind of thing does it for you.

Cons

The pace at Rogers can be quick (in an inefficient way that makes it impossible to be effective due to rapid change in process and expectations) but it can also be painfully slow. This was usually the case when hiring freezes or organizational changes were announced but never communicated properly amongst business leaders. The culture is highly focused on the Brampton and Toronto offices with the west as an after thought. The leaders of Talent Acquisition lack the confidence or perhaps the willingness to be direct and honest with their team and as a result, the decisions they make often come across as short sighted and even contradictory to what they suggest they stand for. They spend a lot of time talking about DE&I but when push comes to shove, there's not a lot of meaning or action behind the sentiment. Lastly, the performance management process is a joke. Managers scramble to provide feedback only at the last moment of the yearly cycle, with little effort to provide meaningful career coaching on an ongoing basis. It makes the performance ratings appear incredibly arbitrary and pointless. Beyond that, there's no way meaningful way to provide feedback on your own leaders as the survey is vague and garners no mention from the HR team leadership in Town Hall meetings. I wouldn't be sharing the full picture if I didn't mention Rogers' penchant for voluntary departure programs and surprise layoffs is short, anxiety inducing bursts. Be prepared. They happen to anyone, and are usually scheduled on Wednesdays under the guise of a 1 on 1 / work status update with your manager (like I said, not a lot of honesty from these people).

Advice to Management

Better workforce planning. How is it that a company that was planning for a merger for that many years still struggled to predict and plan for the hit they took taking on such considerable debt? Honestly, the company is riddled with people who have likely been coasting up the ranks the majority of their career with little to no aptitude for strategy let alone managing people.

Pros

Overall been with Rogers for over 5 years, a good company to work at especially if you’re a student and just need some to help pay for school, lots of Opportunities for development but also lots of competition. Pay is decent, benefits are better than most companies to be honest especially with the employee discount

Cons

Pay could be better, HR could be more helpful in terms of communication

Pros

Flexible work from home, Available overtime

Cons

No fixed roaster, Extensive amount calls

Pros

Great benefits (dental, health) Ability to buy work shares at premium Employee discount is a nice bonus My colleagues were nice Flexible schedules for part timers and students Several job opportunities At this point in time I can only recommend this job if you're a student / part time and don't plan on staying for the long run, good pay for part timers/students.

Cons

Bad management Full timers are overworked Some departments that do more are underpaid, understaffed and underappreciated for everything they do Unrealistic statistic goals New CEO has bad plans that do not benefit employees, only benefits Senior Management No flexible schedules for full timers and specific departments Raises are capped often, little to no room for increases when they happen Many HR freezes, no room to go up in the company There is no support if you are not part of a vocal minority (if you are white and straight, you have no support) Very high turnover rate, many layoffs Extremely inconsistent schedules, no work/life balance. High burnout rate A lot of frontline workers don't know what they're doing, so expect a lot of angry customers. A lot of FORCED overtime and being stuck on long calls as you must remain connected until the very last second of your shift.

Advice to Management

The management team needs to devote more time to their employees. Frontline employees need to be heard and appreciated if you do not want your best employees to leave for the competition. The support teams that do most of the heavy lifting (such as doing most Frontline reps' work) should be given the proper credit such as a respectable salary grade and proper support.