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IDEA

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IDEA

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The company should be more transparent when it comes to evolving in the company, easier to access JUMP, an annual assessment should be made to know the level of employees and the possibility of being moved to better functions

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The company should be more transparent when it comes to evolving in the company, easier to access JUMP, an annual assessment should be made to know the level of employees and the possibility of being moved to better functions

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There is no pay increment on the company.
New Agents coming in to work in the company are being paid 690 to 720 euros (too close to minimum wage)

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I would like to see an improved JUMP that can be on application base, where all the job opportunities are shown, with all the criteria for selection and benefits/salary/hours are clear and comprehensive so that there are no doubts and we can make educated decisions about our future in the company

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It should be easier to find information about refund of annual flight to home country.
I also have no idea what coverage I have on my insurances (dental and medical).
Refund of initial flight after 9 months employment, could be automatic or we should receive at least a reminder.

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deveria haver mais acordos entre as tp , intercambio, por exemplo pessoas que trabalham em tp de outros Países poderem ter uma experiencia de trabalho em ~Portugal, e vise versa com direito a estadia. Enriqueceria o capital Humano da empresa em termos curriculares dos trabalhadores e culturais

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Rewards such as the TP Weekend should be more accessible and clear, and provided to more projects within TP.

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Bring a friend

The BAF  doesn't work properly and for my opinion need to improve the support and the procedure.

I sent to many request and always I received the automatic messages and sometimes without sense.

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For the most part it's almost impossible to approach any of these topics on a daily basis. points of contact we have (FLM, CCM, ACM) have no training to provide answers, referring us to generic responses such as "speak with employee support" or "the agent shouldn't worry about things they cannot control"

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Equal pay for equal work.

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aumentos salarial aos operadores por forma a fideliza-los consonante a assiduidade , antiguidade e produtividade. 

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aumentos salarial aos operadores por forma a fideliza-los consonante a assiduidade , antiguidade e produtividade. 

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I think that it is important to clarify the growth process in the company as much as possible, to outline the terms, opportunities for each employee

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I think that it is important to clarify the growth process in the company as much as possible, to outline the terms, opportunities for each employee

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There should be more growing opportunities within smaller projects. We shouldn’t have to make a decision between a project we love and a career. There are always things that can be done. However, I believe that the extra work and/or positions should be rewarded accordingly on the salary

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Salary

Currently our salary is not very good if you compare to the life style in Lisbon, the cost is very high and we need an appropriate level of compensation

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It could have a platform like jump! But where we could share ideas with the people that already have grown in the company, like it was worthy or not, how to make sure you going to be selected for grow.
In my project for exemplo, my supervisor wants me to grow and she is always saying that I would do a great QA and I Agree. But if the client don't want it, I can't communicate for other people that I want to become a QA, since the communication between jump it's not that easy to reach.

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Follow call after x weeks since arrival to Portugal. In order to check if the new agent is settling ok or if they need anything.

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I believe that the employees that does not benefits from TP apartments need more support,

at least on the term of billets, for example the company can make contracts with internet and electricity companies to provide  service with a good discount for the TP employees since we work from home, that will help a lot and would be great motive.

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My idea is for the company to have a specific internal platform just to share some new jobs that we can apply or even that we can see new projects available to join. Then we can see there more possibilities to grow according to the person´s degree, if it´s possible.  And about the Jump program they could improve and be clearer about how someone could get there.

I also believe that all TPs around the world could connect and share job openings for internal employees, and have an easy way to apply for these jobs.

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Bring a Friend process should be more clear and more transparent, once I sent the CV he gets lost in the maze of the procedures and only after a long time rarely I receive an email with a very general response that does not explain the reasons why the person was not selected. Rarely the people get engaged with this process.

Furthermore, CV are often not taken into consideration.

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Montly bonus calculation after holiday

Our bonus calculation t's not very clear because when we are in holiday never we get a bonus. In my opinion we can calculate the time that we work except the day that we are in holidays

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Most of our promotions are left exclusively at the decision of direct supervision. Meaning most of the time you are left at the mercy of people who can simply "not like you". That may just be the biggest rock on the JUMP program. Being not like does not mean you are a bad professional

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abrir canais de comunicação direta com a empresa

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abrir canais de comunicação direta com a empresa

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O recolher de ideias por parte dos agentes , ate novas formas e oportunidades de negocio deverá se permanente, poderiam ter um mail para envio de novas ideias e darem aos operadores a oportunidade de desenvolve-las caso sejam mais valias a empresa

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A program for people who want to settle permanently in Portugal. E.g help to apply for house loan. Company loan for the 15% downpayment for house buyers.

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at all levels there should be instructions for a specific situation, because despite the fact that you have a managerial position, often you cannot give an answer to your employee, simply because you do not have this information and there is no person who can answer the question, it makes employees feel frustrated and lost

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at all levels there should be instructions for a specific situation, because despite the fact that you have a managerial position, often you cannot give an answer to your employee, simply because you do not have this information and there is no person who can answer the question, it makes employees feel frustrated and lost

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Events such as the TP Days, Game Nights, and other courses/activities should have more variety - more online activities, and more schedule availability (morning and mid-afternoon instead of late-afternoon and night only schedules) as not all people have the same (or even fixed) schedule.

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A platform connected directly with MYHr to give the notes when I went to a doctor or why am I late.
Sometimes I send an email and the response it's in a week or so. I already had two different answers for the same question/email, so I get confused if my doubts was or not clear.

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My project has implemented fun times for team building purposes and that has worked wonderfully specially now that we are at home. I don’t know if that’s also in place in other projects but if it isn’t, TP should consider extending to all. A simple 30min game for the team in the middle of a working day, a fun fact, a debate question on the team chat, simple things that make a big difference

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Not every information is spread properly across the board. Client's will give information that only so much reaches the Agent.
As an example I'm sure that between the 3 Facebook campaigns in the focus group right now we'll find out about information that has been given differently to each of us.

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Recompensar os empregados a altura das recompensas/prémios que a TP receve

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BONUS and BAF commission in my opinion must be paid  IN TOTAL in  CARTAO without tax like all the others company as Sitel etc etc

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When people apply to TP after leaving the company, feedback from your last supervisor is crucial in the decision of your rehiring, even if that supervisor was the reason you left the company in first place.

Some supervisors are not competent and are not good workers, I think there are good workers being excluded to work again based on feedback of incompetent people.

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Regarding life stability, the company could reward more tge employees who are on the house for a whilr, getting good results etc. There are many many young people here that could be dedicating to other areas, study further with more graduation and are trying to dedicate to this company because it is a cool company,  and it can provide a great careet. however, the money and effective contracts should be offered to the agents who are giving that kind of dedication. I will also suggest to focus morr on personal development within yhe company to grow the dedicated agents even further, with experiences, workahops conferencea, trainings. There are more.potential within ourselves.and perhaps future higher positions can be reached by us, trusted employees working for quite some time
, And we could discover thta potential within the company, in case the company wants to invest on us more :)

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There should be an easier, more friendly way to access Employee Support. I feel like they are not as connected to the agents as they could be, almost as if they are a different company all together

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TP University

We can create an enviroment where we can graduate through TP

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Salary improvement and grow year by year as on the other European country.,To keep People to work in the Company and Grow all together.

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Reward the top performer of the week if every team with the possibility to choose one day the following week to leave work one hour earlier

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Portuguese courses to be integrated in the comunity

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email or sms