CRAE Group Reviews

Absolutely unprofessional supervisor in the Sales - or now “Brand Ambassador” - department. In over 10 years of corporate experience, this has been one of the clearest examples of how not to manage people. Unfortunately, the supervisor appears to treat mistakes as personal offences rather than opportunities for improvement. Instead of addressing issues privately and constructively, group meetings are often used to publicly criticise agents for mistakes, sometimes involving raised voices, loss of composure, and repeated criticism when errors occur more than once. The expectation seems to be that mistakes are viewed as misconduct rather than part of normal workplace learning. One example involved an agent who was dismissed for allegedly not following instructions. According to the explanation given, the agent made calls she was not supposed to make and allegedly “whispered” so the supervisor would not hear. The agent explained that she had reported the accidental calls herself, was seated directly beside the supervisor, and all calls were recorded. So why would she whisper? Unsurprisingly, she got no explanation. The supervisor clearly spent more time writing the accusation than making sure it survived two minutes of common sense. What was particularly concerning was the apparent lack of fact-checking despite the employee’s long history and solid performance record with the company. Another example involved lunch arrangements. Because the kitchen space was limited, employees had moved a small table indoors during poor weather conditions to eat comfortably. During a meeting, agents were instructed not to use the table and were told to stand or sit and hold their meals instead. Later, use of that same table was also referenced as an example of not following instructions. It was surprising to see such matters escalated into performance discussions. During the same meeting, employees were told they were free to leave if they could not follow the rules. This followed concerns about repeated bonus cancellations by one agent and allegations regarding another employee’s conduct during recorded calls. Employees were then described as having behavioural issues and removed from newest campaigns until improvement was shown. Strangely enough, the campaigns were immediately reassigned to the supervisor, earning her around €2,000 in just a few days. An impressive resolution to the problem. Separately, there was also an incident where one agent allegedly physically threatened another employee. The incident was captured on camera and formally raised but did not appear to receive the same level of attention as other workplace concerns. The environment created by this situation, combined with ongoing tensions between certain employees and management, contributed to an unpleasant working atmosphere. Within approximately four months of the supervisor taking the role, four employees were dismissed under very creative reasons. At the same time, campaign assignments appeared concentrated among a small number of individuals, creating perceptions of unfairness within the team. One statement made by the supervisor during a meeting stood out in particular: “I will be the last one standing after all of you.” An inspiring statement on just how dysfunctional this department has become.

This is a company where you need to work hard. There are many benefits but you need to earn them with hard work and commitment to the company.