> Policies are often changed suddenly without consultation, surveys, or studies. Management may terminate policies deemed unnecessary without considering their impact.
> Unfair work shift rotations, with some teams remaining in the same shifts for over a year due to favoritism toward certain employees allied with senior managers.
> Double standards for remote work: Team Leaders and Managers can work from home at their convenience, often for extended periods, while regular employees are denied this flexibility, even for valid reasons like health or emergencies. Employees are instead advised to use sick leave. Some managers even overstep by calling personal numbers during work-from-home setups to check on employees.
>Sick leaves negatively impact performance metrics, reliability scores, bonuses, and ratings. Taking two emergency leaves can result in being forced to work onsite for two weeks.
> Promotions are political and not based on tenure or merit. Long-serving employees often mentor new hires, yet many new employees are promoted within a year while veterans are overlooked and made to feel disposable.
> Toxic management culture, especially with newer leaders. They exhibit entitlement, micromanage, and resort to gaslighting employees who challenge their views.
> A bell curve system for performance ratings fosters a cutthroat and negative work environment. Even high-quality and efficient workers can fall into the bottom category due to score comparisons, making it feel like a constant competition rather than a collaborative corporate culture.
>High pay for new hires, but bonuses and salary increases are often cut during employment, leading to dissatisfaction.
>Senior/Lead Specialists are expected to perform as individual contributors while handling extreme client demands. Despite their position, they are treated like regular staff. It diminishes the value of years of effort and performance needed to attain such roles.
>Many Managers and Team Leaders are incompetent and lack the qualifications for their positions. Some have no experience with the work regular staff performs, as they are recruited from other departments. This often results in power-tripping behavior and poor leadership.
> Managers and Team Leaders often enforce their own internal policies, some of which do not align with company standards. Employees are expected to comply with their preferences, regardless of the official guidelines.
> There are too many layers of oversight, making it feel like every move is being scrutinized. Managers often don’t support employees in disputing negative surveys or ratings. Client surveys are monitored by checkers from other departments who have no direct experience with the production processes we handle. In some cases, managers from outside your team will comment on your work, while your own Team Leader remains indifferent. The environment can feel overwhelmingly toxic at times.
> The metrics, policies, and job responsibilities closely resemble those of a typical BPO. You’ll communicate through calls, IMs, and emails—just like in any standard BPO setup. However, the company consistently denies this reality. If you’re looking to work in a BPO, it’s better to apply to one that openly identifies as such.
