Training was inconsistent and incomplete. I was expected to use tools that were never properly introduced — some only shown to me after the fact. I asked multiple times for feedback and opportunities to review my work, but my manager never followed through. It felt like I was left to figure things out on my own.
In my first review, a senior leader told me my calls were “too friendly,” even though the company promotes “white glove service.” I also received feedback that the way I sat looked unprofessional. What wasn’t asked is why — and the reason was medical. That moment was disappointing and felt unnecessarily personal.
It became clear I wasn’t being given a fair chance. I felt written off early on, and the lack of meaningful training or support reflected that. When bias, even subtle, guides leadership decisions, it impacts more than just performance — it affects confidence and morale.
Compensation is barely a livable wage. Feedback varies depending on who you are. Gossip behind closed doors hurts trust, and HR feels more like enforcement than support.
I hope the company takes a serious look at how it treats its people — because words like “support” and “growth” don’t mean much when the experience doesn’t match.
