When is westminster going to close? People are dropping like flies, they are only offering "stretch" roles, the leadership is poor and not helpful, everyone seems stressed and over worked, it stinks like sh– (literally), the building next door is for sale, they are not even replacing anyone that we've lost. I can't imagine we'd have that many people left in the building if things keep going this route. They aren't hiring in westminster anytime soon. Just "investing" in existing associates. Is collections this bad? They seem like they have more associates and far more leadership on that side of the house. Will we become a collections site only and that's why Sallie is here? Will we close down totally? Will they do to us what they did in m—ord and have us work at home? The future doesn't look good for westminster care associates.
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Perform exactly what?
Nonsense job.. performances? You guys are sooo brainwashed
Were you asleep during the all associate meeting? What does your performance look like? You’re in charge of your future. Wake up. It’s been done.
That Job temp job for and that job waas for sure the worst racists degrading job i ever had in my life. Couldnt even supply toilet paper nor soap to westerville employees but they kept steady begging for charity
Its only Like a daycare because they hire them like that to ecploit them.
Bottom line.
Face it who wants to work there?? Pointless job.
Not saying the sups do not have a lot of junk or issues to resolve. Just saying that the best way to know how the system is working for the team and how the rankings are working and what can and needs to be improved would be first hand experience. We can talk but until they actually see what is happening and what improvements can and need to made nothing gets changed. If I were a sup I certainly would not mind doing this. But then again maybe troubleshooting and finding errors rather than just passing the buck maybe old school.
Well you supes do the hiring. Maybe you should make better choices. The saying that goes around alliance is "if you have a pulse and are breathing, you've got the job"
Maybe you should job shadow a sup and see all the c-ap they have to deal with and all of the excuses the associates make maybe you would appreciate them more
Its like a day care
Every single person there can do anyones job there period.
Its about who they chose to be in the circle
As for hardwork? Hardwork on what, late fees?
That companies product is late fees.
What a sad life
So that basically summed it up as, no one there is good at their job. They just kissed a–. Absolutely everyone.
What a dumb thing to say.
Well, some people call it BROWN NOSING. what the heck does that mean? Friends with bens. Yikes . SCARY PLACE.
Good for you! Always great to be teacher's pet... it does get you a bit further.. I've seen it over and over.
Also, it's not good to lump everyone into the same category. We have a lot of lazy associates not all of them are. We also have a lot of smart, hard working, go getters. We have a couple of supervisors that this is just a job to them. They do the bare minimum. We have a couple that put all their heart into and try. Appreciate the good a little more, I guess.
My supervisor is helpful. Can't speak about yours. Mine knows what she's doing.
Pretty sure they bought and paid for the title "Best Place to Work"
ranking is nothing more than an excuse to kick you out the door. studies have concluded that these 'reviews', etc are nonsense. it is not an accurate way and biased way to measure an employees aptitude,many errors. There are also companies that pay to clean up a review. its just all nonsense
not one bit geared toward the employee its just to avoid paying unemployment.
someone can press the wrong button for a survey, do you think it will be looked at?
its just all nonsense the world has created this false sense of reviews. you cant rely on reviews anymore. you see they ranked ads the best place to work and we all know thats nonsense,
place stinks like pooh pooh
Yes, and then we can critique them on how they could have avoided their red alerts. Lol
I think all supervisors should do at least 1 full day of the job they supervise a month and have their performances ranked with the same system the employees do. That way they can round table and assist better their team with the issues in the system that slow us down and problems within the current rankings system. I believe a supervisor should know the job and with things always changing they should keep fresh on the situations that arise and come up with solutions to help resolve them. Just sitting back and never actually doing the job is not helpful to the team.
Theres no way westminster will be here another six months if people keep leaving like they are and not back filling. Is that the plan so they offer less severence checks?
When I heard Sallie was moving to Westminister I started wondering if you all would make the move to an entirely collections based site in the near future. If so it isn't nearly as bad as you imagine. I made the move from care to collections back when M—ord transitioned to 100% collections around 2011ish (don't remember the exact year). Honestly I prefer it because you have a more flexible schedule (unless care scheduling has gotten better since then), a pretty decent bonus every month and none of the costumer surveys that care is always complaining about. Sure more of the customers are upset and escalated but you learn how to handle them pretty quickly. The biggest downside is Web Collections is even more problematic than VCARS. There is also a fair amount of stress regarding the rankings every month for a lot of people, but if you are good at the job you usually rank and bonus each month.
As for w@h, from what I've heard for years the company is trying to move as many associates to w@h as possible because with the rate they get for business class internet for associates it is almost as cheap as the internet for the buildings on a per associate basis. This way they can eliminate the cost of leasing, maintaining and stocking so many sites and they can eliminate the supplemental staff (security/maintenance/etc) that each site needs. I for one love w@h because it saves me a 30 minute drive each way (longer with traffic or bad weather) and gives me the flexibility to work split shifts so I can be at my kids events. It also lets me listen to my own music or watch what I want in the background, keep the temperature where I am comfoetable, dress how I want and my chair and desk are way more comfortable than the c-appy ones in the office.
I'm sorry but when we had the DISCRETIONARY CEO bonus and incentive, the associates were just as lousy and lazy. Like you said, why pay more when they'll do the same work for less?
The BEST way for leadership to fill higher paying jobs (Supervisor or Department Manager) without a pay increase and to exploit people’s talent is to offer a ‘stretch role’. Why open up a position when someone, who is qualified for the role, can work at their existing low pay rate? Let’s create a ‘stretch role’ so that we can get coverage for a lesser pay! If you’re willing to weather this out and maintain a “consistent demeanor”, by not complaining, then you may have a chance at securing the permanent role; provided they don’t close the center or shutdown the business. It’s your choice to be used for a brief time and then thrown away when they no longer need you. The morale is low because everyone has been lied to for a very long time with false prosperity. In addition, their culture was another of their many falsehoods. They don’t want to hear your voice. They don’t want to make changes for the better with all the feedback they received. It’s ALWAYS been us versus them! One of their own Site Directors to an associate by saying she didn’t know they were going to have to layoff people, yet she then said she was told weeks before it was going to happen that she had to make some tough decisions. If you read closely, you just observed what the associate witnessed—DECIET! Upon learning of this terrible news, why didn’t she partner with her site’s leadership team and create a strategy plan to mitigate any potential backlash from her associates? A mistake? It depends on who you ask and what people believe. If corporate’s executive leaders had been honest, transparent, and vulnerable from the beginning, there wouldn’t be a SEVERE morale problem that will not go away. Rather, they still find ways to blame others by forcing wrongful accountability on others. It’s the associates’ fault! That is the perception coming from a HUGE consensus of us associates and as ADS likes to say, “perception is REALITY!” For starters, STOP giving raises to those in corporate and start giving them to the people who truly deserve them; the people (the associates) on the front lines. No more swag or candy desk drops. Use that money to fix the software and the IVR so that we’re able to do our jobs with twenty-first century technology. We should be on the cutting-edge with other major credit card management companies like Citibank or Synchronity! Bring back the presidential bonuses and establish a productive & sustainable bonus structure for the associates. I’m hoping the new CEO will do the RIGHT thing by putting the associates first. Also, they need to have a better de-escalation process rather than allow their associates to take abuse from customers and brand partners (unconscionable and absolutely SHAMEFUL when this happens). Is it too late? Can ADS rebound from all their underhanded actions? It’s now on them to show us.
I really doubt they will offer w@h, as that is somewhat costly, as well. They most likely will just open more positions off shore. That way they don't have to pay out any benefits.
Everyone l know is actively looking for new jobs. I heard that if we don't meet our goals and people keep leaving that it will most likely close. So far we haven't met our goals, at least for January. Not sure how February is shaping up. The biggest problem here is morale and no one really cares anymore.