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Ambassadors might feel demoralised when they look at their scores.
A shift to Behavioural Based Coaching in these scenarios might be a better approach.

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QC time management in the Americas is full with evaluations. QC cannot determine how much of the time can be handled with appeals. Is only 1 person.

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If the ambassador appeal an evaluation it will be directed to the Americas, whom will determine the outcome, however the Americas QC only review cases related to NDP. If there's an appeal in other WF it will not be taken care of.

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No alert/notification when Appeals are closed, therefore no continuity of the process

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Supervisors and Ambassadors took the Nexidia course long time ago and they never practiced it which is fundamental for the successful implementation of the program.

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Supervisor's agenda is full without the additional weekly coaching sessions.

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Knowledge gaps in WF are trickier to coach

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Supervisors lack of capacity to trust or empower ambassadors to do a self assessment, review their own ticket and voice their inputs on what could have been done differently, and work from there.

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Some ambassadors accept and acknowledge improvement notes in a 1:2:1 setting, but would reject any insights in any other situations that will eventually lead them to continuous improvement.

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Partners have an extensive coaching templates that Internal team don't

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Previous QC ambassador used her critical thinking for scoring tickets and ambassadors had to oblige with what was not displayed or shown in the scoring guide WF.

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Ticket ID not shown in the coaching submission, therefore the supervisor will not be able to see the original ticket but only the QC notes

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Appeals from partner side close on Fridays, after supervisor's schedule ended. No one is left to review them. Wondering if we would have the same issue internally.

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Absence when having a big team. Coaching has to be taken over by other people who does not have a continuity or the story behind the interactions or agreements made by the ambassador

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When other people take the responsibilities of the lead's coaching due to PTO for example then there are no meaningful conversations and the ambassadors don't feel heard or taken care of