|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 30th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Integration Analyst
|
|
|
Laid Back Culture w/ Little to No Training
|
|
FULL REMOTE, laid back culture, get your work done as you're able to - as long as you're still meeting deadlines and meetings, very flexible
|
Little to no training as employee - you have to "be a seeker" which means go figure things out on your own often times and develop your own network / resources internally; there seems to be little to no training for the management team also on how to handle tricky situations, company policies, procedures; internal communication is also lacking; internal movement can be incredibly difficult; wages are below industry standards and the ability to bonus is an absolute JOKE
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
0.0
|
NO_OPINION
|
0.0
|
3.0
|
4.0
|
3.0
|
2.0
|
2.0
|
2.0
|
3.0
|
340665
|
Open
|
If you are in a management position, there's no reason you shouldn't have some sort of training or awareness on HOW to manage people. If you are a manager, the expectation is also that you support your employees in finding the answers they need - that is part of being a manager.
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
Open
|
|
|
May 2nd, 2024 05:03PM
|
May 2nd, 2024 05:03PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 26th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Benefits Specialist
|
Des Moines, IA
|
|
Overall great employer and position
|
|
The work environment is nice
Respectful and personable management
Flexibility
Room for progression
|
Can be very stressful during business hours
Working from home can become redundant
Training can be confusing and always straight forward
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
0.0
|
NO_OPINION
|
0.0
|
4.0
|
3.0
|
5.0
|
4.0
|
4.0
|
4.0
|
5.0
|
340665
|
Open
|
There are some things within some situations which are not taught in training and are only given from those more experienced, which could be easily taught or mentioned. Certain scenarios or account rules are difficult to find or not present in sources.
|
0.0
|
[]
|
PART_TIME
|
No
|
No
|
|
1.0
|
Open
|
|
|
Apr 29th, 2024 09:59PM
|
Apr 29th, 2024 09:59PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 25th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Analyst
|
|
|
Great Company Culture
|
|
The people at Businessolver, leaders included, genuinely care about each other. Everyone is committed to their growth, as well as the growth of their coworkers. I know I can reach out to any person at any time for assistance and they will go out of their way to help me with my questions. The work-life balance is also exceptional.
|
I don't have any cons.
|
1.0
|
POSITIVE
|
|
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
5.0
|
4.0
|
5.0
|
5.0
|
340665
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
Yes
|
|
1.0
|
Open
|
|
|
Apr 28th, 2024 11:45PM
|
Apr 28th, 2024 11:45PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 23rd, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Member Advocate
|
|
|
Be prepared for layoffs if Part-Time/GIG
|
|
-Fully remote
-Better pay (currently $17 an hour) than similar positions at other companies. Should be increased now with recent inflation spikes, but still very good
-Surprise generous bonuses for performance, even for gig advocates
-Great supervisor and team leads who genuinely care, handle issues extremely well, provide training, and were involved
-Wonderful and engaging training from the Training Staff repeated throughout the year
-Lots of information provided to keep us up to date
-The ability to set your own schedule and days you'd like to work as a part-time temp gig member advocate, and add hours to your schedule or subtract when needed
-Opportunities for advancement, like going full-time or part-time and changing gig status. (I didn't do this as it didn't work currently with my schedule but there were many opportunities to do this offered.)
|
It appears the culture on a higher level has shifted dramatically very recently towards cutting costs or improving profits via AI in ways that may not ultimately help the customers of Businessolver. I'm seeing this observation about a culture change in other reviews so it's something important for higher management to seriously consider. It is not any of the Supervisors or Team Leads' or Client Lead's faults. They are excellent and amazing people. The atmosphere was fun and caring. It is a demanding job but it was fantastic.
I was with Businessolver for a couple years and while challenging,
I enjoyed the job. My scores became better and better and I was proud of my performance. I was getting 100% on many QAs. I felt my supervisor and team leads genuinely cared for me and I bragged about how lucky I was to have such great Supervisors to family and friends. People were very friendly. It felt like a family and looked forward to work. I performed well enough to receive the surprise of a generous holiday bonus. I kept my hours within the amount needed to stay aboard as a temporary part-time gig advocate since I needed flexibility with my family situation and was told if I performed well I could remain indefinitely. I thought I was set because I survived the initial letting go of people after my first A.E.
However, I recently was let go with no warning - a day's notice - before a shift due to the mass of calls dying down, while in years past they had let us stay on during the slow season. I'm highly trained and personable on the phone and in a period of six months, only had to escalate two calls to a manager. I prided myself on my ability to calm down upset callers. I don't hold my being let go against my supervisor because I believe they were given guidance to trim member advocates due to call volume, and had to pick some of us, but it shattered my illusion of being part of a family and that my improving performance, constant communication, and treatment of callers were valued. I LOVED the job.
I may reapply in the fall when they rehire for A.E. if I don't find other work but it will honestly affect my morale that my love of customers, engagement and encouragement of my fellow advocates, participation in meetings, and high scores were not valued and I was viewed as superfluous. To be realistic, you can't expect a person to ever to being the same level of enthusiasm after a layoff, even if they give it their best, because they will feel inferior, and it's better to encourage high morale and loyalty. Empathy cannot be faked by advocates under stress. I had 100% survey scores from customers when I was let go.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
3.0
|
5.0
|
3.0
|
5.0
|
3.0
|
3.0
|
5.0
|
340665
|
Open
|
I think it's important for management to weigh, with part-time gig advocates, that it may be better, and ultimately more profitable, to keep on part-time gig temporary member advocates during the slow season who desire to stay indefinitely, and continue to offer VTO and maybe incentivize people taking time off if not enough are and expenses need to be cut. That way you can maintain highly trained people. This worked well in years past and I'm concerned this recent strange change was made as a cost-cutting or efficiency demonstration for higher-ups to show recent AI changes were resulting in less staff needed. I took time off without fear when possible during the slow season because I assumed it would save the company money and even talked about this with my supervisor to make sure it was all right, as well as my amount of hours worked being okay.
The longer a person is with Businessolver, the more detailed training they have received, and the more helpful they can be in finding solutions for clients. Many callers expressed frustration to me of prior negative experiences talking with less trained advocates who didn't know what they were doing yet. Sadly, that is the result of the turnover because the learning curve IS steep.
Also I know there is a push for AI across all industry, but I can't count the amounts of times someone was overjoyed to be speaking with a "real person." People almost universally don't like talking with a computer system. It doesn't seem wise to provide training and then lay someone off and encourage them to reapply, because it will psychologically cause the person to not be able to fully reintegrate into the team. They'll be aware they were viewed as superfluous and will doubt their ability and performance and feel an outsider compared to other team members who weren't "cut." Also all the time and money training them off queue is then wasted. It is important to remember that it's possible to have a subconscious cognitive bias against someone in a member advocate role as a senior executive observing from a corporate position, thinking they are unintelligent, don't need much training since there's AI, and easily replaceable. The reality is it still takes an amount of emotional and cognitive intelligence to assist and navigate people on the phone. People often take these jobs due to personal circumstances, not ability or potential. It is endemic throughout business culture right now to increase profits via layoffs or technology. During the pandemic and since corporations have increased profits nationwide without increasing salaries and those gains are only going to the top level of companies. But I wish you could have heard the complaints of the callers. It's better to hang onto your well-trained advocates and not lean more into automation than let some people go so that in a meeting you can declare you're cutting costs. By maintaining those trained member advocates, you ensure that their knowledge is not lost, and they will remain loyal. I also think the score given on how the person received the call (not the survey but their overall impression - I won't use the acronym of that score in case it's proprietary) should be reevaluated because Member Advocates should not be penalized for the customer being upset if they waited too long in queue, or couldn't have it solved that call through no fault of the member advocate. I had very good scores in this regard but saw it impact good performers negatively when it wasn't their fault or personal performance. It was simply because the person had called multiple times and venting but it hurt a lot of advocates when things were out of their control to fix during a call.
I had planned to stay at Businessolver indefinitely in my position and was doing well. I hope that management will consider in the long run, it's better to keep highly trained people who want to stay, who aren't working many hours so you ALREADY have them on hand with their advanced training and good scores, than let them go and waste all that training - just to have something to point to in a powerpoint that cost-cutting was made or goals of less staff were reached due to AI. Part-time "temporary" gig advocates don't have benefits so aren't costing in that regard. If you encourage VTO and taking days off during the slow season, you can still meet your financial goals and maintain trained talent for when things pick up. It's important to not minimize the amount of knowledge a member advocate needs to maintain and make sure you don't have prejudices towards the position as seeing the people as superfluous or worthless. This is why so many aspects of our society are falling apart, along with stagnant wages, and it's hard to maintain workers. I also think the pay of $17 an hour now needs to be increased due to cost of living and food price increases over the past couple years, and part-time gig advocates should get raises. Maybe high management should be required to occasionally answer phones for a day in the advanced queues to get a sense of things. I also recommend reading the book "Nickled and Dimed" for a sense of the type of people who do these positions. It is old but a classic and still prescient and will encourage empathy.
It may not feel that way when you're concerned about costs, but it's always better to keep trained talent and like I suggested just encourage them to work less if they are not needed as much, if they want to stay. When I was let go I had been trained on topics that will take a newly hired person more than a year to catch up on. During that interim the employee won't have as good an experience. I'm concerned you're choosing profit over quality customer experience, which could result in competitors gaining clients. Thanks for considering my recommendations.
|
0.0
|
[]
|
PART_TIME
|
No
|
No
|
|
2.0
|
Open
|
|
|
Apr 26th, 2024 04:41PM
|
Apr 26th, 2024 04:41PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 19th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
System Design Analyst
|
Des Moines, IA
|
|
The People Are Awesome
|
|
100% Remote. Enthusiastic employees/teams. Unlimited vacation
|
A lot of work and not enough people to do it sometimes.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
4.0
|
4.0
|
4.0
|
4.0
|
3.0
|
4.0
|
5.0
|
340665
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
6.0
|
Open
|
|
|
Apr 23rd, 2024 11:09PM
|
Apr 23rd, 2024 11:09PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 16th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Call Center Agent
|
|
|
Great Gig Job
|
|
Flexible Scheduling, Work From Home, Choose your own hours, Friendly and mental health supportive team members and supervisors.
|
High Call volume, Sitting often, teams can become clique-y, temporary gig job with minimal up-ward promotions, no benefits, no pay increase.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
4.0
|
5.0
|
4.0
|
2.0
|
2.0
|
3.0
|
4.0
|
340665
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
No
|
|
2.0
|
Open
|
|
|
Apr 20th, 2024 11:39PM
|
Apr 20th, 2024 11:39PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 5th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Member Advocate
|
Minneapolis, MN
|
|
Great Company Culture
|
|
Relaxed company & a lot of fun things to participate in
|
There’s a lot of information to navigate through daily
|
|
|
|
|
|
|
0.0
|
4.0
|
4.0
|
5.0
|
5.0
|
3.0
|
5.0
|
5.0
|
340665
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Apr 7th, 2024 08:54PM
|
Apr 7th, 2024 08:54PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Apr 5th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Member Advocate
|
Minneapolis, MN
|
|
Great Company Culture
|
|
Relaxed company & a lot of fun things to participate in
|
There’s a lot of information to navigate through daily
|
|
|
|
|
|
|
0.0
|
4.0
|
4.0
|
5.0
|
5.0
|
3.0
|
5.0
|
5.0
|
340665
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Apr 7th, 2024 08:54PM
|
Apr 7th, 2024 08:54PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Mar 27th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Intern - Hourly
|
Des Moines, IA
|
|
Good Pay
|
|
Good pay for no experience
|
Opportunity to convert to full time is very low
|
|
|
|
|
|
|
0.0
|
3.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
340665
|
Open
|
|
0.0
|
[]
|
INTERN
|
No
|
No
|
|
0.0
|
Open
|
|
|
Mar 29th, 2024 04:03PM
|
Mar 29th, 2024 04:03PM
|
Businessolver
|
Technology
|
Software & Computer Services
|
|
private:businessolver
|
https://www.glassdoor.com?employer_id=340665
|
Mar 25th, 2024 12:00AM
|
Open
|
Open
|
Businessolver
|
Gig Member Advocate
|
Des Moines, IA
|
|
Great place for working moms!
|
|
Flexibility to make schedules that fit your needs.
|
Calls are back to back during AE.
|
|
|
|
|
|
|
0.0
|
5.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
0.0
|
340665
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Mar 28th, 2024 05:20PM
|
Mar 28th, 2024 05:20PM
|
Businessolver
|
Technology
|
Software & Computer Services
|