The downsides of Teleperformance, regrettably outweigh the cons. Pay is low, for all departments, compared to industry standard. Metrics aren't consistent or measured correctly for above mentioned bonuses, so, some folks are essentially awarded for being a crappy employee, while others who strive to be the best could be penalized by not receiving bonus. As far as promotion goes, there is no training process. They often promote agents to Supervisors and then offer no further development. This doesn't work because just because someone is a great agent doesn't mean they are well equipped to be a manager. Accountability is an issue. While everyone SHOULD be held accountable for their performance, that is not the case. There are people who work hard, and fail, and then people who barely work, but are left to milk the clock each day. Consistency is a huge problem. We preach consistency, and while consistency is the expectation, it is seldom the case. Things change daily. I'm not talking about the course of business, as is expected in our line or work, but the rules are changed, regularly, back and forth, for no reason, such as what's really expected during a "clean desk audit." Our employees are made to feel like "bodies in seats." Most of management does a terrible job of providing recognition. Instead we focus on deficiencies in our staff. Organization is terrible!! When someone comes onboard with Teleperformance or they change positions, it takes a month or more to have their computer systems updated to allow them to perform the functions of their job. This is a huge impact on turnover, as people feel unprepared and unequalled to do their jobs. Speaking of turnover, it's flat out ridiculous at Teleperformance. I have met more people in the last 5 years, than I've met in the rest of my life combined. In and out, in and out.
