7y
First, we’d like to thank you for your continued years of service, and for taking the time out of your day to write such an in-depth review of your time here with the company, especially your second review in four years. But I do feel obligated to state the obvious — Glassdoor reviews are anonymous, we have no idea who you are. If your points are valid and truthful, stand by your words and own them. Now, we’d like the opportunity to address some of your points.
We hear you on the low pay — just not the low, low, low pay. Our pay is based on a number of factors — we benchmark and market our compensation structures annually, and furthermore, client bill rates can directly influence the rate of pay. Additionally, you mentioned a feature that we implemented that notifies managers if an employee has gone one calendar year without a raise. Now keep in mind, that is not a guarantee of a raise simply because an individual has been employed one year — as with many companies you’ll find, a significant portion of raises awarded are merit based — you have to earn them. We have also taken a look at utilization rates, meaning the amount of time people spend actively engaged on the job vs. a remote employee sitting on their couch watching TV. If an employee is only being utilized, for example, 20% of their time, meaning they’re being paid 100% to do 20% of the work, then yes, as you mentioned, we will give them some work to do to ensure both parties are receiving fair pay for fair work.
You mentioned hiring qualified people, and yes, we’re always looking for qualified candidates! If you know of anyone who you believe is qualified to become one of our next #TSProckstars, please refer them — we pay referral bonuses! And for the record, being employed as a baggage handler will never disqualify anyone from potential employment with TSP — some of the greatest hires can come from the most unlikely of places.
You mentioned that you’ve been told “angrily” to drop an issue — that is absolutely not how TSP conducts itself and we do not condone that behavior from any of our employees — management included — and we’d implore you to reach out to Talent Management to rectify this issue immediately.
You are correct, we do occasionally put out press releases on our website and through CSC (our internal communications) to share with all TSP employees some highlights of recent wins for the company in general. Our owners have been very successful is creating a company from scratch and employing over 550 employees nationwide providing best-in-class services. However, I have never known either of them to flaunt their success in the face of our employees and I’m sorry if that’s how you perceived it.
After reading your recommendations, it goes without saying that if after four years with TSP, if you’ve find yourself unhappy in your current role and you see no value and redemption in your work, you have the absolute freedom to explore your options and see what else is out there for you. You mentioned the company asking certain employees to continue their education and become certified in a number of different areas — this isn’t just an opportunity we afford a select few, we encourage all of our employees to take full advantage of the free training opportunities we offer. We believe wholeheartedly in investing into not only the communities we live and work in, but also into our people. These free training programs we offer serve many purposes, from supporting our partners to increasing the skillset of you, the employee — it’s a win/win, and at minimum, it’s certainly something to include on a resume. In the end, if happiness is not what you’re currently finding in your role with TSP — don’t settle for it.
