Firstsource Solutions reviews about "training"

While my journey with FSL has been largely positive and filled with growth opportunities, there are a few areas where I believe improvements could enhance the overall experience for employees: Communication Gaps At times, there can be a lack of clear and timely communication regarding changes in processes, expectations, or updates from leadership. More transparency and regular updates would help align everyone and reduce confusion. Career Progression Clarity Although I was fortunate to progress in my role, the path to promotion or role changes isn’t always clearly defined for everyone. A more structured and transparent career development plan could help others navigate their growth more confidently. Workload Management There are periods when the workload can become overwhelming, especially during transitions or peak seasons. Better workload distribution and support during high-demand times would help maintain work-life balance and prevent burnout. Recognition and Feedback While leadership is supportive, consistent recognition and constructive feedback across all teams could be improved. Regular acknowledgment of efforts and clear feedback loops can boost morale and performance. Training and Development More frequent and updated training sessions—especially when new tools or processes are introduced—would empower employees to adapt quickly and perform more effectively.

none for me to mention

Their was practically no real training that actually help you do you job. They stated that the would increase you pay by $0.50 for 3 months until the max amount of 23 dollars. When it was time to make the increase then suddenly stipulations were added that they never told you about before hiring you. They fired the entire team without any notice or warning and all on one phone call. There was no severance pay or any follow up pay outside of your pay check. They didn't care if you were with the company for 15 years, everyone was let go at once.

companies with limited opportunities for career growth or promotion can lead to employee stagnation and dissatisfaction.

Low pay . Unrealistic expectations, no training , favoritism amongst management. No job security . No PTO - terrible communication.

Compensation structures reward long-term commitment, though faster financial growth may require taking on broader roles or switching functions.

Company is growing quickly, so processes are still evolving Pace may be too fast for some

The internal transition process could be made more structured with clearer timelines and checkpoints. Initial learning curve in the new role can be steep without formal onboarding tailored to internal movers.