The list would be never-ending so I will summarize a few things about the company and more in-depth detail on the plagued Operations Department. Calling the entirety of PeopleCert upper management and HR a complete and total clown fiesta of a circus would be an understatement. You have people in positions of power who are thoroughly unqualified to perform even the most basic of their tasks, let alone manage and direct a workforce. The CEO has appointed his family members and friends to vital core positions and the effect of nepotism is being spread like a disease to all departments. A disorganized chicken coop would be the name of your daily life at Peoplecert. 1) 90% of the managers have no clue how to guide/lead people whatsoever 2) all decisions are based on company politics and sentiment. No facts, no numbers, no accountability. 3) If something goes wrong, the disposable employees get axed. 4) Dictatorship (do so because I say so) management eradicates any will to contribute something constructive and or productive. 5) Career prospects are based on the CEO's capricious ideas of what constitutes an "internationally competitive" company. 6) 75%+ of the Greek employees receive basic salaries: 910 euros before tax, while their tasks demand a plethora of skills and knowledge. (e.g.: CS agents also perform accounting tasks). 7) "Hybrid" work model, 4 days in the office and 1 remote, while 99% of tasks can be done via a low-spec laptop. 8) No business model is followed at all. 9) Mental health and complaint reports to HR are brushed off and treated with insignificant respect. 10) Bullying and talking down to people is considered a skill, that is also rewarded. These 10 points will be visible to you from any department that you work for. Bonus point: the CEO thought it was a good idea to register his yacht crew as part of the company's staff to avoid taxes. If you are unlucky enough to find yourself working within the operations department, here's what you can expect: In the realm of upper management, there's a prevailing control tactic, regardless of their tenure, adopt an intimidating approach toward their teams. Reports have been filed with HR regarding instances where this management style has led to emotional distress, resignations, and heightened anxiety among employees. Notably, promotions to those toxic people and salary increases have been granted despite apparent deficiencies in experience and past performance. This overarching management structure also encompasses a tendency for impulsive decision-making, favoritism towards acquaintances, and a lack of adherence to meritocratic standards. It also includes emotionally manipulative tactics, abusive behavior, and stigmatization of employee errors, with potential language proficiency issues adding a layer of concern in the international context of the company. They singlehandedly managed to make over 20 people resign within 2 months, not because of bad performance or anything like that. But because they decided the next few things were the right decisions for "business": a) elimination of the Senior Agent role, pretty much dismantling the common structure of an operations team. Team leaders are now forced to perform agent tasks while the agents to consider career growth have to jump from a junior position to a managerial one, an awfully unrealistic path. b) Promoting and cultivating people who have been reported for harassment and abuse. c) Total disregard of feedback and complaints. d) Reporting false data to the board of directors and CEO, who I guess have 0 will to double-check that. Employee retention has increased they claim, while resignations have never been higher, A couple of Team Leaders and a dozen agents in 1 month have decided to resign. e) Blocking people from moving to other departments. Some employees had the will and mental strength to find opportunities to grow within this swamp, but even then they went out of their way in collaboration with HR to block these people from growing their careers. The argument was "poaching", even if it was within the same company, flawless business logic. f) Remote workers do not have a career path at all, if you are hired and are working remotely, you simply cannot grow your career in Peoplecert. Only Athens-based employees get that "benefit", location discrimination is somehow legal in Greece. The list can go on, but I think that's more than enough to understand why you should avoid this place at all costs. Do not believe a single thing they sell to you, this is one the largest facades in the Greek work market.
