Accenture

1. Hybrid Work Model. You are expected once or twice a week to report to the office.
2. Transport. The company provides pickup and drop.
3. Got a salary hike of 7% when completing 1 year.

Supervisors fail to provide motivation, set clear expectations, or offer support during high-pressure situations.

Disrespect from peers and the operations lead often goes unchecked, and leadership rarely intervenes.

Taking planned leave doesn’t mean time off—you're still expected to cover missed work, making time off feel more like a backlog than a break.

1. Lead, Don’t Just Supervise:

A leader sets direction, provides clarity, and supports the team—not just oversees tasks. Start by setting clear expectations, giving regular feedback, and actually being present when things get tough.

1. Stand Up for Your Team:

Silence in the face of disrespect from peers or senior ops sends a loud message: “You’re on your own.” Take ownership, protect your team, and address toxic behavior—no matter where it comes from.

1. Respect Boundaries Around Leave:

If an employee is on planned leave, don’t treat it like a delay that needs compensation. Respect the time off—employees are not machines that “owe” you work from their days off.

1. Create a Culture of Accountability:

If agents or other leads are acting disrespectfully, it’s your job to step in. A toxic culture doesn’t just happen—it’s enabled when bad behavior is tolerated.

1. Recognize Effort and Show Appreciation:

Motivation doesn't come from pressure—it comes from feeling valued. A simple acknowledgment or support in tough times can go a long way in building loyalty and morale.