However, there are several drawbacks to consider. Firstly, there is no formal training structure for those new to the hospitality industry, making it difficult to grasp the necessary knowledge and skills. The pay does not align with the role's duties, area cost, or the skills you bring, particularly for bilingual agents who receive the same compensation as monolingual agents, which feels unfair.
Favoritism is evident, with rules being bent for the original onboarding crew while others are scrutinized for similar actions. Alongside onboarding clients, additional responsibilities are frequently added without corresponding pay increases. Tasks include acting as a Subject Matter Expert, training new hires, conducting retraining for clients, managing account upgrades, and training on new tools like Guest Joy.
The most challenging aspect has been the shift from remote work to mandatory in-office attendance twice a week due to a new partnership with Cloudbeds. This policy feels inconsistent and unfair, especially when agents in Mexico and other states continue to work remotely. In an era where remote work is the norm, this requirement is outdated and inconvenient.
Additionally, the U.S. benefits, particularly health insurance, are extremely disappointing. The high-cost premiums cover relatively little when it comes time to use them, making the benefits package inadequate and burdensome.
In summary, while Siteminder offers flexible scheduling and a supportive approach to time off, the lack of proper training, unfair compensation, additional unrecognized responsibilities, inconsistent in-office policies, and poor health insurance benefits are significant downsides.
