MSC Cruises reviews

The company underpays in comparison to the competition in the industry. We make just a few dollars above minimum wage. The information and training is inconsistent. I understand that this is an ever evolving company but even with trying to adapt to the many constant changes, it is almost impossible to keep up. Trying to ensure correct information to clients and customers is very difficult as one hour you are told to do something a certain way, and the next you are told you did something wrong. I constantly second guess myself and do not have easy access to accurate help all the time. It's is difficult to do your job when you don't even know what you are supposed to do anymore. The majority of the time I am confused and don't even know what my job description is anymore. Multiple people have asked for regular retraining and have yet to see it. The proprietary system is very inaccurate, inconsistent, and difficult to navigate. The office is set up and equipped as an office, yet, with company growth, they need to operate and function the communications departments as a call center. A lot of decisions, great and small, are requested through the corporate office in Europe and not always handled in a timely fashion-which has posed many problems and difficult situations. There doesn't seem to be many opportunities to really move up the ladder within the office which makes it a bit depressing when you really start to think about your long term career here. As much as I love the management here, I don't feel like this is a work-positive environment and I don't feel I am being provided with all the tools we need to accurately and successfully do our jobs with confidence. They really do try but, it's not working.

- The company frequently describes itself as a “family company,” but the day‑to‑day experience doesn’t reflect that. The required four days in Miami for a full eight hours shows little regard for employees with long commutes, some of which are 1+ hours each way. - The yearly review process is deeply flawed. Ratings are forced into a distribution curve, and upper management is required to lower scores even when the written feedback contradicts the rating. Your actual performance matters far less than meeting quota targets for each score category. - The culture is extremely micromanaged. Nearly everything you do must be reviewed not only by your manager but also by your manager’s manager, creating unnecessary delays and slowing down work - There is very little investment in employee development. Teams have asked for training on essential tools for over a year and received nothing, making it difficult to grow skills or work efficiently. - It’s a thankless environment. No matter how hard you work, the default response is criticism. Praise is rare, and there’s never a sense that you’ve done something well or contributed meaningfully. - Communication around major changes is inconsistent. When the move to Miami was first announced, employees were told that working from the Brightline would count toward their hours. Later, when shifting to a four‑day workweek, that promise was reversed - Morale is extremely low. Certain leaders create a noticeable sense of dread when they’re in the office, and it affects the entire team. - There’s a widespread perception among employees that managers have been encouraged to take a harsher approach with their teams. Whether or not this was formally stated, the shift in tone has been noticeable and damaging to morale. - Bonuses are reserved for directors and above. The employees who do the bulk of the actual work receive nothing beyond their base salary, which only adds to the feeling of being undervalued.