Cielo

1,0

25 mar 2020

Consiglia

Gradimento del CEO

Pronostico commerciale

Vantaggi

Attempts at a positive culture were made, but there were too many changes to the company that made this a completely toxic environment.

Svantaggi

I’ll never forget the day my mother had a stroke. I called my manager in tears asking if I could leave work to go to the hospital and with no sympathy, she said “that’s fine” after a pause, and in a tone that made me feel that I was in trouble. No manager should ever make their employee feel that work should come before a family emergency. Aside from this, I showed up to work on my first day and didn’t know who my manager was. Nobody did. I sat in my desk after being told that my manager would be there to get me in 10 minutes. After about 30, I started asking around and nobody knew. I came to find out my manager lived and worked in Canada - but I was never told this. My manager changed several times within my first few months and I felt like I was being tossed around. I do not recommend this as a viable long-term career option for anyone. The implementation of the SDO model came later, which we were told was to make sure teams were adequately staffed and workloads were balanced. They didn’t listen to employee concerns of manual tracking and logging every single daily task into a computer system. Every. Single. Task. Every day. Along with how many minutes it took to do each task. This felt very elementary from an employee perspective. There is a culture of obvious favoritism and the other reviews that compare some of the teams to “Mean Girls” are not wrong.

Risposta di Cielo

Hi, this is Dan Bates, Senior Vice President of Operations. First, I’m very sorry to read about your mom and hope that she’s ok. I’m also disappointed to read about your day one experience. Not knowing who your manager is or where they’re located is unacceptable, and I’m sorry that happened, along with the leadership transitions you experienced early on. The SDO model was built partially to solve for that type of experience. The tracking mechanisms you mentioned do measure activity with the intention of ensuring appropriately-staffed teams and balanced workloads. They are not meant to micro-manage or measure performance. We’re working to automate our core systems and update our reporting tools to avoid the manual nature of how we currently track activity. The goal is to use the data from this reporting to grow our team members’ versatility, leverage their expertise and ultimately, empower them to focus on the aspects of their job that they love. The comments about leaders not caring could not be further from the truth. I would actually say that sometimes we trip over ourselves because we care so much about our people, our clients and the work that we do. I’m concerned that the situation you describe was not brought to my attention, or that of my management team. We pride ourselves on our doors being open, and even now, our phones and Teams chats always being available. I’d love the opportunity to speak directly with you about the experience you describe so we can better understand where we can improve, please contact me. I can be reached at daniel.bates@cielotalent.com or 262.439.1294.

Zero work-life balance. Terrible on boarding. Incredible pressure. - Recensione dipendente - Senior Talent Acquisition Coordinator presso Cielo

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