Best part time job for students - werkgeversreview International Communications Representative bij Voicentric

Great training and rigorous programmes, supportive team managers and generally a positive, fostering atmosphere.

Limited opportunities for progression as the nature of the company means there is some pressure to keep experienced callers on the phone. Little rapport between teams as most of the work is remote.

The work is a useful stepping stone for what I want to do long term, and I will be able to leverage this for my future plans

PMs don’t follow up, there should be a regular check in, at a pace they deem appropriate. Former PMs have been ridiculed for daily check ins, as some seem to consider this a waste of time and micro-management, which seems strange as this feels like a sensible way to check for campaign issues, solutions and also creates an expectation to the team that PMs are present and ready to pivot as campaigns evolve. Even if daily check ins feels excessive, some structured feedback/catch up would be valuable. When PMs get round to giving feedback, their thoughts are disorganised and it is unclear what is needed to do better for one’s own development, as well as what is best for the campaign. Thinking through key points before they call to give feedback would be more effective and free up some time for the PMs who do claim they are already over stretched. There are big group chats, but PMs can be sarcastic and treat enquiries like they are silly ones. For most people, you need to tell them 7 times before something is learned. If PMs don’t have patience with developing team members, then maybe they should not be in a role which requires that to be what they are paid to do. It would be best when feedback is given it is done in a way which provides some dignity to the person. I think the best way to get people to do well is to give feedback in a constructive way and there are numerous approaches to doing this which they could use. Furthermore, if something is not going well, PMs giving suggestions on what approach they would take would be helpful. Have a better way of prioritising data? Think there is a better way to focus on researching numbers? Please do share. Why would you manage a team, think something could be done better and not provide guidance to improve that. PMs who criticise staff for not having good communication with them fails to see their part in this. Effective communication requires effort from both parties. If a PM is standoffish, dismissive, passive-aggressive, or reacts slightly manically whenever anything remotely negative happens, it creates an environment where team members naturally hesitate to reach out. (I have literally been snarled at for suggesting more team days in office, which the PM did not want because they want the comfort of working from home) In that case, the responsibility for communication isn’t just on calling staff, it’s shared. If you are a PM and your team don’t feel comfortable to speak to you, they will share those sentiments somewhere, just not to your face. While raising these points ANON might be seen as cowardice, the way outspoken staff are sometimes treated and spoken about for raising issues discourages honesty, which ultimately limits the team’s potential and the company’s ability to run successful campaigns.