InComm reviews about "upper management"

Disconnect between entry-level staff and upper management, lack of clarity in pecking order for assigned team tasks, total lack of training program and support for those employees new to the prepaid business

Politics and cliques in upper management will bring the company to its knees sooner than later! Jack Maloney thinks he has the formula. We'll see!

BEWARE, this by far was the worst call center I have ever worked for ever!!! They have rules for everything and training is just all over the place. Management will WATCH YOU from their offices or HOME through CAMERAS throughout the building! Upper management is so out of touch with current business acumen and processes present in call centers today. There are so many double standards within management and they will require supervisors to enforce their many assinine rules. All cellphones, for the exception of the managers, MUST be locked in a locker! There's NO COFFEE or snacks of any kind allowed on the call center floor. One minute late occurences are write-ups. The SYSTEMS are archaic and simply outdated. They use an old version of Interaction Client with older style headsets and manually place calls on hold. The call monitoring is sooo old school. Every system has a manual process which makes everything time consuming and inefficient. In fact, they send many EMAILS to update reps on product and procedures. There is NOT a system (Intranet) where reps can search product, policy and procedures, and updates. They make reps rely on paper or searching and sending many emails.

Constant reorg, too much politics among upper management, keeps acquiring companies and not sure how to distribute work, Average compensation

Well many.. its a growing company.. its is getting better under new CTO Bruce Brown... but the upper management needs to pay more attention on their direct reports.. bonus should be given.. considering companys profit and turnovers..

Very poor/non-existent management training leading to inconsistent management across departments. The boss that caused me to leave was a nightmare. She was unprofessional and had no business managing people, but she fell into her position in reorgs and because she reported to an upper level person with too many reports she never really got reviewed nor was her Management behavior ever really questioned. Some departments have talented people running them that work hard and value and promote their employees, but it's not at all consistent across the company. Many of the uppermost management don't have true previous c-level experience, and it shows in inconsistent decision making and poor employee communication. They tend to be very reactionary and have a throw it all at the wall and see what sticks philosophy. People never were trusted or wanted to make decisions because they lived in fear of upsetting upper management. There was no sense of employee empowerment when it came to any type of decision making. Projects, products and initiatives go from being the huge focus one week to disappearing the next with little or no explanation. There were also lots of reorgs and restructurings due to bad upper management's refusal to acknowledge it's shortcomings and manage issues. I would advise a potential candidate to do as much research as you can to find out about the department you will be in before committing, or at least be prepared for a rocky road

Work from home policy is inconsistent throughout company. Upper management members are either checked out or do not communicate thoroughly with employees. Turnover is high in select departments which makes it difficult to stay motivated.

Little to no advancement in Miami. Upper management is selfish and only cares about their own behind. Apparently they do not offer entry level jobshit and even had one manager tell me I'm better off growing with another company.

-HR and upper management could do a better job of compensating employees who have worked their way through the ranks. HR has a rule that you cannot make more than a 15% increase within a year, regardless of what the budget is for a role. Some managers can get them to go a bit higher, but this puts internal candidates at a major disadvantage when moving up the ranks. -Most of the time business as usual is organized chaos. This makes things especially difficult for customer facing roles when you also have little information to share with customers to reassure them. -Internal teams who are not customer facing have little sense of urgency. SLAs are often not met. -The Channel Solutions team is very difficult to work with. -Resources are very misaligned. There are people who barely have enough work to fill a 20 hour work week, while you have others working 60-70 hours. -On your last day, HR will literally confiscate your laptop bag and give you a trash bag to take your stuff home. So be sure to bring a backup on your last day.