anonymous sent a message to Darren R. Huston – President and Chief Executive Officer of The Priceline Group – Email Address that said:
I'm sending this email to denounce an intolerable situation in BCN2 Office.
Decisions kept hidden, lack of transparency.
A common dissatisfaction that started already grumbling the word "strike".
Valentina is signing the mail she send to the rest of Office as QualityTraining Team Leader ‘'ad interim’', that means ‘’in the meantime’’ or ‘’temporarily’’.
And on the other hand the vacancy for this role, after that Sinead left temporarily the Office, has never been published, as the change - even if temporarily - has never been communicated.
For this reason seems strange why Rachael results already as Team Leader of the Seniors team before leaded by Valentina .
Because even in this case, no vacancy has been published, and no official communication has been sent.
It seems a private game played always from the same small group of persons that, repeatedly, are organizing their own affair moving in a grey, unclear, area.
Nothing new if you see the precedents, known by most of the agents in BCN Office.
You will easily understand how Maria, that now left the Company, arrived to be a Senior even with low results as agent and lot of negative feedback from other CSEs, if you check who was her Team Leader in Cambridge Office.
You should notice a funny coincidence observing that, while Magdalena was on Holiday and Irma was helping the recruitment group in Amsterdam Office, the hiring process in BCN2 has been handled by Marta and Javier a Team Leader that should not be entitled to interview the new hires just supported by another Team Leader, Arnaud ?, both without HR skills.
Funny coincidence especially because - as lot of people in the Office noticed - Javier was an ex-employee of Sellbytel, in Facebook campaign, and an important number of people hired when he handled the interview, came essentially from the same closing campaign of Facebook/Sellbytel.
Including 2 Team Leader, Eli ? and Monica, those have been hired for the same late-shift, on the same floor, and on the same area.
Even if, as couple, were causing a conflict of interest with other couples in the Office that had seen denied the possibility to work in the same shift since long time, and a conflict of interest with the respective Team member that in case of needs were unable go to complaint to the nearby Team Leader.
Is not a secret that Sinead , still officially QualityTraining Team Leader, never gave feedback to the persons that participated in the assessment for the position of Coacher or Trainer.
Is not a secret in the Office that Maria has been removed from her role of representative with the Work Council as she was just doing opposition without any needed compromise, creating a bad environment.
People didn't go the BAM as new hired, and cannot ask to change the shift before to complete 1 year working for the Company; however Team Leader Elissavet joined the Company and, even leading the team with higher number of agent cheating in the Office (as stated in the last communication given about people fired for cheating in BCN2), she has been invited to BAM 8 months later to join B.com and changed of shift.
And behind these facts there is always the smiling silence of CSM Lee, that is continues going to the new hires presentation asking if they are CS or AS, and giving in this way since the beginning the image of what he really is in the Office: an untouchable (in both means: untouchable and indefinite) presence.
Lee never talk with the Agents, never sit next to any persons that is not a Team Leader in the canteen, creating a distance between management and employees that Booking.com always officially rejected.
The new site manager Anna never showed up with the agents in the Office, then just few people really knows who she is. There is just an email sent on 01 February 2016, and nothing else.
So, the rumours about the arrival of Anna as an input from the Company to reinstate transparency, professionalism and subsequently a positive environment have been retracted.
Then, even after the increased attrition rate of last year in this Office, what else is needed to take action?
