STREAM: Resistance to Change
January 22, 2010 2 comments UncategorizedAs always, as how we always were told, the actuality of things, there’s nothing permanent but change. And Change only kept two friends with him: Good and Bad. The names equate to how they are defined in books.
As an employee of eTelecare for two years now, yes, January 21, 2010, I think I have the right to say that it’s been downhill for us employees since the announcement of the merger between eTelecare and Stream, both globally competent companies. All switches of enthusiasm were put off by the artillery of internal communications that never favored us employees. Some of it may even be against the books – of law.
Many decided to leave but most stayed, we stayed, with the mantra that the company needed us.
But everything’s been wishful thinking!
More facts and similar sentiments by an anonymous author, a colleague, after the jump.
A mesage from an employee
It has been a couple of months since we were informed of the “merger” between Etelecare and Stream. On the onset of things, we were very hopeful that the changes it would bring thru the integration team would be beneficial for us all since the company would become even larger and much more stable. However, the contrary is plaguing and haunting us all now. Here are some points that have been occupying our minds lately and have been making conducive the growth of fear in our hearts with the new processes instilled in this company:
- we understand that there is a change in management and that the company currently is assimilating the processes of Stream more than retaining practices and traditions of Etelecare, nevertheless, our contracts have not been changed and so it is but reasonable to expect that what we have signed with Etelecare should and must remain as is and any violation or contravention of the tenor of the same thereof should be considered a breach and therefore must be addressed internally before it escalates to a full blown litigation. the specifics of such alleged breaches are as follows:
- we signed for a monthly salary, yet we are now following a daily pay program.
- we agreed on a semi-monthly payday, yet we are now under a bi-weekly pay-period. Yes, at the end of the year we may still have the same basic salary, however it diminishes our buying power during each pay-day. One colleague of mine even got a zero net pay for this December 15 pay period due to the changes, and this employee has kids to feed. AND It IS CHRISTMAS.
- we agreed on quarterly bonuses or PA’s, yet our leaders’ PA’s are withheld indefinitely for no apparent and valid reason.
- we acknowledge the changes made to the practices and processes made by the integration team from how we do timekeeping, payroll, and in the code of conduct. Nonetheless, such changes should have been made when everybody has been informed well about it. We know that common sense and business etiquette would tell us that for a businessman to grow his venture, he must include and be keen to not allow labor unrest to permeate the environment of his employees, especially with the kind of business we are all in. however, this climate seems to be present currently in our midst; not so much on the changes made but on how exclusive the integration team is and on how un-involved they have made the rest of the employees regarding the changes. How difficult would it have been to conduct a town-hall meeting or a furom?
- arguendo that the changes are within the limits and bounds of the law, is the time difference between sites too vast that one would not realize the coming season/holiday? Did the integration team not put into consideration the fact that the holiday entails more expenditure and promises, that to affect changes during time especially on payroll is anathema and maybe even un-called for. How “Scrooge” can a person get? An advise to spend wisely and to avoid unnecessary expenditures is more or less unreal and would require extraordinary discipline.
- traditions and cultures has played a major part in motivating and retaining employees in etelecare. One such tradition was the ham and cheese give-away during Christmas, such fruitful practice is always looked with excitement by the employees, always talked about, always anticipated; for somebody to say that such a tradition does not motivate nor contribute to the development of employees is humbug and unscrupulous. All he has to do is to go around and listen to the silent and, hopefully, loud clamors of employees, not just for the ham and cheese but the tradition and culture it embodies; a tradition and culture that is set aside for reasons like “budget” and “plans”.
We are not asking for something unconscionable or impossible, we are simply asking that our welfare is also considered and that we are included and consulted with any changes that is made in what we know in good faith should remain as is, like our contracts.
We only ask that if traditions would be broken and cultures set-aside, we would be given an alternative or at least a replacement in lieu of the nullified and voided tradition and culture.
We only ask that our leaders who are making the decisions also consider the fact that there would be no company without the employees; and that a company with satisfied employees means better profit and higher retention.
And we only ask that our leaders making the decisions, with the current merger making Stream a multi billion dollar company, allow us employees celebrate the holidays with smiles and not complaints and fears in our hearts and minds.
We are not in aversion to change itself, but to the kind of change and how such changes are implemented; nor do we question the wisdom of our leaders or decision makers, but only to the priorities and values they have set for us employees.
Furthermore, we remain hopeful that indeed there will come a change from the company that we would be proud of; that would make us, with heads held up high, declare the we are working in Stream Global Services, a company who cares.
mdk on 
fely Acuña on 
techmaiden commented on January 26, 2010 @ 12:35 AM
Nichie! This will be my first time to read your stuffs..
[Reply]
Nick Nichelle Dael replied on January 26, 2010 @ 6:07 PM
Mai! Welcome and thanks for dropping by to this blog. hehe
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