Very micromanaged - Customer Service Agent Lenvi Employee Review

The HR team in the UK were very good Its an interesting company with some interesting challenges

Old tech which can feel quite outdated

Flexible working arrangements in certain roles Good quality hardware and tech Strong support from the IT and Transformation teams Access to therapy through a third-party provider Vitality membership with small perks, such as PureGym corporate access for £22 per month Udemy access for continued learning and development This company can also be a good opportunity for people who are naturally hard-working. The availability of overtime and extended hours is beneficial, particularly for those who want to focus on earning or need structure during a tough time. If you're not too concerned with culture or internal networking, you can isolate, stay in your lane, and work for yourself without pressure to meet social expectations.

Unfortunately, my overall experience was one of disillusionment. Despite clear passion and performance, I was rejected for internal roles three or four times. The hiring process often feels more focused on meeting diversity optics than recognising dedication or skill. HR plays an outsized role in decisions and seems to be following directives that prioritise internal politics over fairness. Development was promised but never delivered. You’re encouraged to be ambitious, yet any movement feels blocked and unexplained. It’s frustrating and demotivating to feel like your efforts go unnoticed. Management often lacks empathy and effective communication. Many seem reliant on surface-level training or relationship frameworks instead of engaging with their teams in a collaborative and human way. In some cases, their approach turns unnecessarily forceful, which can be difficult to work with. Pay rises should be assessed on individual merit, not linked to overall company performance. Not every team can directly influence business metrics, yet they still contribute meaningfully. It would significantly improve morale if the company recognised this and ensured that high performers received fair increases. A 5 percent baseline for those going above and beyond would go a long way in building trust and motivation. You also have to look a bit harder, because the last time I checked, there was no recognition in the departments I was in. There are genuine good and hard-working souls with families and lives of their own... to have a company means to have responsibility for them if you are to employ them. Certain colleagues do not take well to being challenged. Some egos make it difficult to give feedback or share new ideas. When a workplace lacks openness to discussion, it becomes stagnant. A healthy team should welcome different perspectives and create an environment where people feel safe contributing.