A Letter to My Employer: Why I am quitting

Hell yeah! I am finally able to quit on those bastards that I work for. I decided to be completely honest and confess everything to my boss, for why I am leaving.
Tell me what you think....

This email is to inform you that I leaving this job here at DMG. I have been very disappointed in the treatment that employees have been getting on the call center floor, and believe that my skills and services will be put to better use at a company that appreciates me.



On Tuesday July 13 there was a meeting held including all the Microsoft account staff. I was unable to attend, I had a fever and was sent home by Lary. Before sending me home he met with me one on one to let me know that there would be a meeting where they would be discussing some important issues and changes on the Microsoft account. He made it sound like we were in jeopardy of losing the account, and that DMG was in jeopardy of losing the business entirely. He said that the nature of the meeting will be discussed with me the next day.



I return to work the next day to many upset people and many rumors about us all losing our jobs (well except 2 people). I was also told that everyone’s name was presented in front of the entire call center, and how long it would be until they lost their job. I personally found that repulsive. It is a shame that the entire call center got to see how long it was until their colleague was fired. I also thought it was a shame that they would have almost all their employees on a list to be fired rather than coaching their employees to help them receive the results that they want. Basically you find it easier to resort to scare tactics rather than training and coaching and properly motivating your employees.



And how does Tobie respond to employee concern? She says that it is not up for debate, and if anyone has a problem with it they can go sign the termination papers. She says the door is open, but to me and many others in the call center, this is a clear indication that the door is not only closed, but locked as well. People are so afraid to say anything that they take this abuse because of the fear of losing their jobs. And this is just one example. There are others.



Another major issue I have with this meeting is the fact that the whole entire call center floor found out that I myself was going to lose my job in two weeks before I was even told. Lary had the opportunity to tell me this himself, in our small meeting before I left, but did not. No manager followed up with me on the meeting the next day either. I was also told by Lary that they would work with me on my hours, however in that same meeting was told that I was at goal for the days I was here, but I still needed to get enough leads to make up for the days that I was out. How is that working with me on my hours? I have always provided documentation from my doctors for all my absences over 1 day, and required in the employee handbook. When I came back from FMLA leave I also had a note from my doctor informing you that I would continue to miss days as I am still symptomatic and undergoing treatment. I feel like I am being punished for being ill because you now want me to make up leads from days that I am not at work.



I can no longer work in an environment of fear and oppression that Tobie and the CCM’s have created within DMG. This once was a place where employees were respected, now we are treated as children. Our supervisors display an obvious lack of trust in us and our abilities. They have a complete lack of respect for their employees. I have heard Michele making fun of employees on multiple occasions. Managers play favorites with their employees. I have seen people get reprimanded for low dials when that same manager’s friend on the team has even less…and hears nothing. I have seen Michele interrupt conversations among employees, reprimanding one employee for talking while leaving the other employee out of it. The lack of professionalism coming from the managers, and especially Tobie is incredible; cussing during meetings about professionalism, shooting down employee comments during those same meetings. Telling us basically our opinion or concerns don’t matter and aren’t open for debate…yet claiming to have an open door.



As an employee that has worked on the account when it was still a bit smaller, the changes in this company are very prevalent and obvious. It makes it all the more difficult to be an employee that came into the company as a respected, competent professional, to then become treated like an untrustworthy child. And with all this I hope you can understand that it is no longer my desire to work for this organization.



I have included a link to some case studies from call centers done by Gloria Dunn, from Wiser Ways to Work. I see a lot of company problems here, and maybe it would be a good time to do some research on how to properly manage a call center floor. The link is here: http://www.wiserwaystowork.com/CaseStudies.html her Bio and qualifications can also be found at that site.





I find it hard to believe that the people in your company like Tobie and Michelle cannot seem to do a bit of research before completely devastating and demoralizing their employees in meetings. Any research will tell you that this is not the way to go. In fact, the research is easy to find. I was able to do it myself. Here are some links:



http://www.limra.com/Newsletters/Connections/0503/4.asp



http://techrepublic.com.com/5100-6269_11-5088913.html

“Outsource call centers and some company help desk departments have been referred to as the new millennium sweatshops of corporate America.”





http://www.salesvantage.com/news/management/employers_fun.shtml



http://www.powerhouse1.com/Seven_hot_topics_in_global_call_centers.htm

“Call it employee satisfaction, call it energy, call it culture. Whatever you call it, good morale is a result of a well-run center; poor morale is the result of a poorly run center.”





http://www.callcentermagazine.com/shared/article/showArticle.jhtml?articleId=8702100&classroom=

“Good agent morale in a call center can help reduce such common problems as agent absenteeism, tardiness and turnover, while increasing individual commitment to the job and to customers. Low morale is often a major contributor to poor call center results.”







Please look over and consider this information. Just because I no longer work for DMG does not mean that I still don’t feel for the employees that are there and still have to suffer through the constant demoralization and fear, rumors and gossip, disrespect and distrust.

 

My employeer held a meeting with everyone from the account I worked on. Because the results have been low, as far as people interested in purchasing Microsoft business software, they put up a list of everyone on the account and how many weeks until they are fired (starting with 2 weeks) if they dont make all their leads, plus the ones that they have been missing in the past. Then they said if anyone had a problem they could go work up the termination papers right now. Just some background for ya on my situation.

 

IS that kind of metal "abuse" and mistreatment even legal,
Talk to a ambitios lawyer maybe you can get something from them and spend a happy life doing what you enjoy doing

-their's allways hope right