In 2009, collection agencies from all parts of the country took place in an extensive survey that attempted to pinpoint the best places to work in the collections industry and why. With the results, the collections industry was capable of identifying some of the most important aspects of the job that makes a company an employer of choice.
It was asked that company workers rate their companies on an "ABC" scale, "A" being the best, "C" being the worst, "B" being in between. Small companies scored the most "A" ratings in comparison to larger and medium companies. The survey was able to determine that smaller companies were desired for a number of reasons, including the idea that employees are part of a team working towards a common goal, and the fact that leaders of smaller businesses in general are open to more input from employees.
Other factors responsible for high ranks included a feeling that the companies the workers were employed by treated people like people, not numbers. Supervisors working at high scoring agencies were viewed as handling work related issues more adeptly, and seemed more open to feedback. The employees of the small companies that were selected as winners of the highest scores felt as though their supervisor helps them to grow to their fullest potential, and as if their agency might increase their pay. Employees of smaller companies additionally saw more room for advancement in the agencies.
Of all of the companies of every size, workers were the least satisfied when it came to pay and benefits, and felt as though their training and development lacked. However, overall ratings improved from the preceding year, probably because of the sobering realities of difficult conditions and layoffs that occurred over the last year.
Other major issues that had the largest influence on the positive opinions of workers included the feeling that the leaders of the agency felt for their well being. Corporate objectives that were well planned with good follow through were much appreciated, and leaders of agencies that were open to input from employees were highly valued. Finally, out of all of the positive feelings about their place of employment, the workers who felt as if they could trust the agency reported the most favorable opinions.
It was asked that company workers rate their companies on an "ABC" scale, "A" being the best, "C" being the worst, "B" being in between. Small companies scored the most "A" ratings in comparison to larger and medium companies. The survey was able to determine that smaller companies were desired for a number of reasons, including the idea that employees are part of a team working towards a common goal, and the fact that leaders of smaller businesses in general are open to more input from employees.
Other factors responsible for high ranks included a feeling that the companies the workers were employed by treated people like people, not numbers. Supervisors working at high scoring agencies were viewed as handling work related issues more adeptly, and seemed more open to feedback. The employees of the small companies that were selected as winners of the highest scores felt as though their supervisor helps them to grow to their fullest potential, and as if their agency might increase their pay. Employees of smaller companies additionally saw more room for advancement in the agencies.
Of all of the companies of every size, workers were the least satisfied when it came to pay and benefits, and felt as though their training and development lacked. However, overall ratings improved from the preceding year, probably because of the sobering realities of difficult conditions and layoffs that occurred over the last year.
Other major issues that had the largest influence on the positive opinions of workers included the feeling that the leaders of the agency felt for their well being. Corporate objectives that were well planned with good follow through were much appreciated, and leaders of agencies that were open to input from employees were highly valued. Finally, out of all of the positive feelings about their place of employment, the workers who felt as if they could trust the agency reported the most favorable opinions.
About the Author:
Mallory Megan works for Rapid Recovery Solution and writes articles on commercial collection agencies
