
higher managers should think about the impact of changing the scorecards just to please the client. leaders getting incentives while integrity is in question. favoritism can be observed and we are terminating agents but so afraid to terminate leaders who don't have the competencies to lead.
I appreciate being part of the company, there just some hiccups with the sr team manager but I can manage
i want more wfh days for officers
My manager is not practicing work life balance. I hope salary alignment will be ruled out soon
OD is open to feedback and suggestion
I can work well with different departments
interaction with the people at the office
I can talk directly to my director (jon)
jon is sooooo stress free boss
the basic and 1 time bonus
very open in sharing feedback to me directly
teamwork. nice people. team eAt out
Easy to work with my TLs and QAs
my team leaders and moderators reporting to me
WFH perks, mind nation activity of ART
interaction with my TLs and cluster
monthly cluster activity, morale crew games
my tls and qas and mods
hmo and wfh allowance given
Weekly catch up with everyone
its easy to work with my tls and qa
the people i handle trusts me in managing them
my partner tm and the hr on my shift
the people in my cluster
yearly salary increase or tenureship
very considerate and I am thankful that we can WFH during the pandemic
of course the HMO, the best thing which I appreciate most is the Mental Health Consultation
With the nature of my task as a TEAM MANAGER, salary is not competitive enough unlike other companies with sr tl post
should hear feedback from employees and have a realistic scorecard. Changing scorecard monthly shows that there's a problem in the things they want to implement