Be realistic about time off. Reward employees as much as you scold employees.
Revamp management. You need new managers. They're the problem.
Cut out tiering methods for skilling in sales department. Incoming callers need to be prescreened better before the marketing department sales rep is called upon.
I would suggest that they relax on the time management of employees to allow restroom breaks outside normal break times.
Answered - Underwriting Customer Service (Former Employee) - San Antonio, TX
Stop stressing new employees about possible job loss from the very beginning if deadlines aren't made, specially if you give no guidance and train them properly.
Keep work here in the US
Answered - Business Analyst (Current Employee) - Louisville, KY
Provide more opportunity for career growth
Answered - Facilities Coordinator/CSR (Former Employee) - Waukesha, WI
Give better descriptions of job opportunities related to role essentials and desirables.
Answered - Community Health Educator (Current Employee) - Saint Petersburg, FL
N/a I do not have a reason to leave
Answered - MarketPoint Agent Support Specialist (Former Employee) - Louisville, KY 40229
Provide guidance on what the assocaite could do to advance within the company.
Not stress associates of possible job loss if productivity isn't made.
Be realistic on the demand of the associates and the mbr.s
Answered - Referral Specialist (Current Employee) - Saint Petersburg, FL