Abysmal company who allow management to bully and discriminate - Recensione dipendente - Customer Service presso Tails.com

1,0
30 apr 2018
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Can bring your dog to work Shares after a certain amount of time Free breakfast and snacks Friday beers

Svantaggi

Pay low compared to other start ups (who Tails constantly compare themselves and their customer service too, but refuse to match salaries) Bulling and favouritism by upper management rife Very strong bullying culture which is completely ignored and not addressed no matter how many complaints Discrimination against anyone with any kind of issue or illness Heavy blame culture Forced sense of fake 'culture' where you are penalised for not joining and have permanent marks left on your performance review if you choose not that join in 'optional' activities Total lack of regard for staff well-being Happy to let customers be racist, homophobic, xenophobic as long as they are 'happy' and company is making money Zero support of staff when it comes to abusive customers Lack of HR while i was there (although i believe this has now been addressed) No career progression unless you are friends with management or threaten to quit

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Risposta di Tails.com
8y
Thank you for your feedback. I’m genuinely upset to hear that this is how you feel about your time at tails.com. We are passionate about our “team spirited” value, and we’re proud to have low turnover and high Net Promoter Score (NPS, 75 across tails.com and 80 in Customer Experience team, Oct 2017). Weekly meetings with your manager and our open, flat structure should have helped you feel supported, able to thrive and develop. We try to make sure that feedback is given in a supportive way, along with advice on how to excel at tails.com. We value our employees as much as our customers which means that we don’t tolerate any abusive behaviour. I’m really sorry to hear that you didn’t feel that support. Our sickness policy is applied to all health issues, including mental health, that any of our team is unfortunate enough to experience. We try to be as flexible as possible when helping our employees recover from illness, often allowing flexible hours or home working if that is what is recommended by your doctor. We’d never want our teams to feel that events, socials and activities were an obligation rather than our commitment to team engagement or spontaneous friendly get togethers. Once again, thanks for your feedback. If you would like to share more, please feel free to reach out to me. Kind regards, Henrik Malmquist, Head of People at tails.com

Esplora altre recensioni su Tails.com

5,0
11 ott 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- Great team values - Clear / shared vision - Calibre of employees

Svantaggi

Things can move quickly - make sure you can keep up!

1
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Risposta di Tails.com
3y
Great to see such a positive review from a Pack member who has been through so many stages of change at tails.com. Thank you so much for taking the time for your review. Many thanks, Henrik Head of People
3,0
20 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- exposure to the end to end process of a wide range of project types - full autonomy - if you have entrepreneurial spirit, there’s a lot to implement which is really rewarding - nice people and a generally pleasant day to environment - competitive hybrid working set up. 2 days in office, 3 days at home - compelling mission and rebrand underway - ability to operate at a more senior level than your stated title and pay grade

Svantaggi

- you hit a glass ceiling very quickly - the company is still transitioning between a lackadaisical culture and trying to do everything, resulting in a small group of people taking the brunt of a huge workload while others deflect responsibility - some well meaning managers & leaders but some very toxic and chaotic ones dictating projects - the beginnings of a gate process to ensure resource is pointed but then saying yes to every one of them without thinking it though, drowning their direct reports and pointing the finger when things go wrong - increasing redundancies and running leaner and leaner teams, while increasing the workload, is wholly unrealistic - leadership aren’t checking if redundancies are leaving gaps in responsibility, resulting in critical work streams being dropped and creating tension among project teams around who should pick it up

1
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