As of late, GuildQuality has not been the same. With their new system, they expect their seniors to attain impossible statistics. The statistic expectations were clearly made by someone who does not actually survey, or understand what it is like surveying in their new system. The new system is riddled with bugs and defects, which is to be expected. However, how do you expect your employees to attain these stats when your system is still so heavily flawed? Many homeowners are not willing to take our surveys now, for numerous reasons. First, the information needed is not always uploaded for the surveyor. You are calling to ask for a "homeowner" and may not even have their name. This is embarrassing as a surveyor and it is really killing the credibility of the company. You are also calling people who had work done 1+ year(s) ago, so most are not interested, don't remember their experience, or don't even recall who the company is. Most numbers are disconnected, or not in service. When you do reach someone, you are almost always hung up on. This was not the case in our previous system. The system is so flawed that we had to open a page just for the system mistakes. Your pay is based on the hours you work vs the calls you are able to make. It is hard to make the calls expected because you spend a lot of time trying to get information to be able to make the call, much less get someone to take the survey for a service they most likely don't remember. The previous system is still open, but not for the people who have been here over a year. We have been assigned projects most days, which also kills your statistics. Only one person in the entire company has been able to reach that goal so far, which just so happens to be the main supervisor's best friend. The other supervisor is notorious for not giving anyone a "perfect score" rating, which is also a new requirement for the highest pay scale attainable. The third supervisor we had, which was the best in my opinion, quit with absolutely no notice or reason as to why, and she had been there the longest. If one of your own supervisors is willing to quit so suddenly there is obviously an issue.
Recently, we voted on whether we would rather up our minimum hours or be required to work one Saturday a month. We voted and chose to work one Saturday a month. Not even a full month into this new requirement, they upped our minimum hours anyway. So, we voted on which we would rather have and we're stuck with both requirements anyway. Why ask your employees opinion when you obviously have no regard for that opinion? There has also been 0% consistency recently. When asking a question on our server one person may give you one answer, but someone else will give you a different answer. The information is not being stored anymore, so if you miss something you just miss it. You cannot go back to review it as before. It almost seems as if the information is being deleted for whatever reason. All of our new employees are not receiving the same thorough training that we were receiving previously. Most new hires have absolutely no idea what they are doing and it is very obvious due to the questions they are asking on our server. Whoever is training our new employees is very heavily failing them, thus setting them up for failure in the company.
