Workwell Technologies reviews

Like many others, I strongly agree that the Company's poor or distasteful outlook is directly due to poor management and oversight. The management style is preposterous and hard to adjust to. This causes an extremely high turnover rate. Promises of upward mobility are not fulfilled and when asked about, are met with pacification and excuses. There is a hyper-focus on quantity vs. quality. This is a multi-product support environment and the work load consistently falls out of balance due to poorly set expectations and a team that is not equally trained. This unbalanced training style means that certain staff are expected to take on more complex tickets while others just coast. Employees all report to one CS Manager but are broken up into individual teams, led by a Tier 2 Staff member. Leadership style and quality among these teams varies thus creating a volatile working environment as expectations and support for each tends to be a bit different. Management spends a tremendous time fraternizing among Staff, abusing trust and spreading useless gossip. Expect to be stopped on your way from the break room and held up for an extended period of time, chit-chatting mindlessly about nothing. And since the conversation took place while you were on the clock, it is now considered "work related." Be expected to be told by that same Management that you are not performing your "job description" and sent home without pay for making a human mistake. Collaborating with management who has no background in a Technology based support environment, slows resolutions and further complicates communication. This Company also utilizes an internal messaging tool where your mistakes will be broadcasted for all to see (the embarrassment factor seems to be a necessary component of the company's style of management??). Management consistently fails to set clear expectations and offers no Performance Metric system. Does not identify your key performance indicators (KPIs). Rather, a poorly constructed - half understood quantitative method, where the "number" of tickets staff members handle is used to measure Productivity. This is inconsistent and inefficient since not all staff are equally trained, nor working on the same tasks daily, thus producing drastically different levels of output. So how can there be a general quantitative expectation across the board? There is no true opportunity to promote from within. Unqualified external candidature is preferred to existing skilled and knowledgeable staff. Expect to remain in whatever position you are hired in as while being told to shoot for that illusory "next level". So what next? Well, same pay and more tasks is whats next. Thats right. You will consistently take on ownership of new tasks, duties and responsibilities but will not be paid for it. Your contributions and growth will not even be recognized with a (often more important than pay) gesture of a Job Title/Description change. If you can pay your rent with the free lunch they give you and dont mind being managed by buffoons, then I'd recommend this place.

No cons at the moment