-No opportunity to change shifts even w/satisfactory performance unless Supervisor and Manager approve
-Horrible shift choices for new employees, often getting stuck with shifts that contribute to a lack of success
-Recruiting strategy is to only tell half truths about job requirements, expectations, and ability to move up in the company
-Very cult-like mentality, especially among Supervisors and Managers.
-Management will seek retribution through various indirect methods toward employees that criticize or discuss areas of improvement for the company in any way
-If you don't get along with your manager right away, you should quit immediately and try again in 90 days because once one manager doesn't like you (whether they have a good reason or not), half the supervisory staff doesn't like you.
-During reviews, management will "subtly" suggest you quit while providing bogus advice on improving sales numbers even if only for one month
-They tell you it is not really about sales numbers, but it is ALL about sales numbers
-Used to provide bonus incentive for excellent customer satisfaction survey scores, but got rid of it. They then lowered the minimum standard for that score to something I felt a monkey with a banana phone could achieve and implemented a minimum call per day standard (because greater number of calls per day = more sales). This forces employees to choose between meeting minimum call per day requirements (which they must reach in order to get a sales bonus) and actually satisfying the needs of the customer. Unfortunate that the employer would put their associates in a position that incentivizes them to drag the company's reputation through the mud.
-The only customers who appreciate your help are the same people that yell at you while you explain what Internet Explorer and Google Chrome are to them.
-I was asked if I'd like to interview for a position in another department after a manger from that department sat in on some of my calls. I said yes. The following day I was told I would have the opportunity to interview and was given three times to choose from during the following week. The next day that manager decided to message me letting me know that even if I passed the interview I would not be considered for the job because my performance metrics were not sufficient, but that I could still interview if I'd like. This happened despite the fact that they openly stated they would be ignoring performance metrics for transfer applicants for anyone in their first 90 days, which I was.
-About half the employees I spoke to believed that there was call queue manipulation, which is speculative, but doesn't seem unlikely
-Human Resources duties are handled by a 3rd party offsite company with no direct line leaving employees very vulnerable to the whims of management and their interpretation and application of policies which change almost weekly
