It doesn't surprise me that most of us here are surviving by doing so. That's completely understandable. However, in this way the employees cannot realize their full potential and in fact waste time during which their talent would be more visible and more valued in another company.
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Yup 100%. I have the best metrics on my team, the agents and agent team members I talk to love me because I will actually fix their sh-t, but my supervisor sh--s all over me all the time so I do the bare minimum. My supervisor is horrible and has been my first introduction to how Sf “really” is.
Anyway I don’t go above or beyond anymore, it does no good and just stresses me out. By the du----s book it is.
SF = Budweiser = Nike = Disney = Cancelled
Under MLT, SF has a new chant "We're number 2! We're number 2!!"
@3mdf Never go full Bud Light! lol
That Super Bowl Bud Light commercial with the Cisco Opus 1 hold music was pretty good though. We used to use that hold music at SF. The hold music we use now is trash and the customers always say so right after they bi--h about how they waited on hold for 45 minutes.
SF = Bud Light!
@2cju. You be talkin civil war.
Guessing next Apr a “needful” middle finger will be given by a lot of people, especially the ones that already retired from SF.
The micromanaging breeds mediocracy. Just stay in middle of pack. Dont try hard, it'll be fine
Tipstard needs to go...pays himself 22m plus with a 3 BILLION loss. Incompetence personified
I don’t give a damn anymore. SF needs all the help it can get. They can’t exactly afford to get rid of those who are on their radar.
staying under the radar is meeting metrics and maybe exceeding them on occasion, aim to be maybe top 3 or 4th in you team, never bottom but never over achieve , your reward for over achieving is more work, but you don't want to stand out by under achieving , stay in the mid to higher mid of the so 60-70% occasionally hit 80-85% to impress a boss but dial it back if that makes you the highest in the pack as you don't want to stand out.
learned this the hard way, when i was new ish once i knew the job i started going at it 90-100% but i quickly discovered that made me top person in the entire segment, started getting attention got more work , suddenly 110% is expected then 120 then 200%..was getting special projects, doing TM work (like actual escalations handling things that were clearly not in my authority level but i was new and naive ) i was getting my load and then also helping many new hires with their training somehow got it done and for my troubles i got nothing, zero zilch, i got a freaking rating of 3 ...i was happy till i learned the 3 month new hire i trained also got a 3, my work meant nothing, my "raise" was a whopping 3.5% instead of the usual 2.5% (claims sucks).
since then i learned to dial things down and never do too much, only if you kiss a-s you get good scores and raises and hard work never really pays off, its about your TM liking you not about the work you do, i cant be a hypocrite so i just make no waves and do the occasional smile and wave but i am never invested as its all fake, also trust no one , co workers tend to want to get info to rat you out , its rare someone sincerely can be a friend, so go thru the motions and dont pi-s anyone off, dont stand out by over achieving or under achieving and you will be ok , or find another less dysfunctional job ( good luck with that).
Nope, I talk about ki-ling my metrics and helping other teammates all the time. You know what that gets me?Taking 25% of someone else’s claim inventory. Asking me to work OT for the handlers that are always behind.
SF does not reward their high performing claim handlers, except with more work and messes other handlers make. Customers don’t care who handles their claims, a nugget my team managers like to say.
Interesting. You, no doubt feel un noticed and under appreciated (paid). And yet, you want to be completely inconspicuous at your job.
Soooo, what is keeping you here? A lack of marketable skills or a lack of courage?