Pros
For all its criticisms, Teleperformance recruits people who have 'big personalities' and ensures that it has a warm and, at times, friendly environment. Teleperformance has always adopted a 'carrot and stick' approach towards career progression and development, rewarding people for positive behaviour and criticising those who feel to fall into their mould of expectation.
Cons
Teleperformance does few things right. From the offset, Teleperformance talks about 'career development' but is more interested in ensuring that people are in their seats 'taking calls' and, when opportunities do arise, it falls to those who are favoured by the existing management. Teleperformance does not recognise that people have lives that sometimes result in them being unable to attend work, punishing absence and lateness with severe punishment. The management structure rarely changes and, when Teleperformance refers to 'internal recruitment', it refers to other campaigns, rather than within a single campaign. Too often, managers are not product trained on the campaign or team that they are managing and the expectations (or targets) being set are deliberately designed to create a high-pressure environment that does not reward success. There is no incentive or bonus scheme for the majority of campaigns and the basic salary, as is often the case with outsource call centres, barely affords people the luxury to live, let alone enjoy a comfortable lifestyle.
