The negatives, however, far outweighed the positives. Management was ineffective and highly biased, with recognition based more on favoritism and personal relationships than on actual merit. When I first joined, employees were entitled to only 10 days of annual leave, and this was increased only after the merger with Majorel, as the company was forced to align with better benefits to prevent mass resignations. The HR department was by far the weakest link: unresponsive, manipulative, and evasive. Requests for support were constantly redirected in a “ping-pong” fashion between individuals and departments, with no ownership or accountability. Employees were instructed to use a generic HR email, which often went unanswered, and attempts to meet HR in person were dismissed. Even a simple matter like acknowledging my resignation took them over a week.
High turnover is a constant issue, with employees leaving frequently and projects closing left and right. Overall, the environment was toxic, whether dealing with project-level operations, Teleperformance management, or HR itself. Having worked in different organizations before, I can confidently say this was one of the worst employment experiences I have encountered.
