Run, and look for other options if you can - Operations TP Employee Review

- Workload Overload: The company lacks a detailed task list for the position, leading to employees being overloaded with tasks based on needs, even tasks that should be handled by other departments (which are understaffed). - Favoritism Among Senior Managers: There is clear favoritism shown by upper management, which creates dissatisfaction and division within the leadership team. - Limited Growth Opportunities: Career growth is restricted as only favored individuals are selected for training and promotion to higher positions. - Lack of Required Skills in Senior Roles: Senior managers lack essential skills in management, leadership, and emotional intelligence. They tend to treat employees with threats of dismissal or disciplinary actions. There is no clear communication or planning for short, medium, or long-term objectives. - Legal Non-compliance: The company does not operate in accordance with the law. Employees accumulate vacation days, make changes to work schedules without following the correct procedures, and do not receive the proper payment for these processes (such as severance pay and the creation of new contracts). When changing positions, employees are kept on their previous salary for three months, and a "bonus" is added to make it appear as if the proper compensation is being paid, though it is not legally compliant, as the social security contributions are not accurately reported. - Instability and Irresponsible Terminations: Client accounts frequently come and go, and the company does everything it can to terminate employees without assuming legal responsibility for their termination. - Mental Health Neglect: The company does not prioritize the mental health of its employees. Even with letters and recommendations from medical professionals, the human resources department is tasked with providing "solutions" that do not align with the medical recommendations given. - Excessive Working Hours: The company enforces long working hours of 10 hours (or more if employees stay for overtime). - Inequality Between Buildings: There are discrepancies between the two company buildings; one offers more activities than the other, leading to an unequal experience for employees. - Performance Bonus Manipulation: The performance bonus is frequently changed based on company needs and is often used as a subtle threat to force employees to meet specific requirements, which are difficult to achieve due to the excessive workload. - Inactive Company Clubs: The company promotes various clubs but none are active, meaning the values and activities promised are not being fulfilled. - Promotion of Gossip and Misinformation: The company fosters gossip between leaders and agents, allowing private and inaccurate information to be spread. This can damage the reputation of individuals involved and creates an environment where respect and confidentiality are not valued. There is no clear culture of respect or professionalism. - Lack of Manager Support for Sick Employees: Managers show little concern when their leaders are sick or dealing with personal issues. Messages often go unanswered, and employees must track down managers to get a response or resolution. After taking time off for illness, managers do not take the time to update their teams on what happened during their absence or any changes that occurred. Employees must figure out the new information and how to address it on their own. - Unpaid Team Building Activities: The company does not pay for team-building events, citing a lack of budget. As a result, employees are expected to contribute their own money to fund these activities. While human resources may express disagreement, they take no action to address or resolve the issue. - Workplace Harassment: There is ongoing harassment between agents and from managers to their leaders. This issue is not adequately addressed, creating an unhealthy and uncomfortable work environment. - Violence and Conflicts: There are frequent physical altercations and conflicts between agents, with some agents mistreating their supervisors. The company tends to overlook these incidents and does not take strong actions to resolve them, allowing toxic behaviors to persist. - Substance Abuse: Drugs are found in employee lockers, and some staff, including leadership, arrive at work under the influence. The company does not take strong or consistent measures to address substance abuse issues among its workforce. - Unprofessional Relationships: The company allows inappropriate workplace relationships between agents and their supervisors, as well as between leaders and upper management, which compromises professionalism and creates potential conflicts of interest. - Lack of Recognition: There is little to no recognition for the work of leaders or agents. When recognition does occur, it is minimal, often limited to something as trivial as a piece of chocolate, which fails to acknowledge their contributions meaningfully. - Manipulated Feedback: The company encourages employees to submit overly positive reviews by directly instructing managers to ask their teams to fill out feedback forms with the best possible ratings. HR also pressures leaders to encourage their agents to provide similarly inflated reviews, creating a false narrative of satisfaction and performance. - Frequent Payment Errors: Due to the manual entry of employee payments into an outdated platform by both supervisors and their managers, incorrect payments are frequent. The heavy workload makes it difficult to ensure proper accuracy, leading employees to check their pay every two weeks to ensure they are receiving the correct amount. Payroll errors further complicate the issue. If a supervisor is unavailable, payments may either remain pending or be processed automatically without deductions or extra payments, as supervisors are often the only ones with access to the necessary information.