All surface, no substance - Authentication TCGplayer Employee Review

-Operations Leads, Operations Supervisors, and upper Management all do not care about the employees. They make decisions that negatively impact employees and are unwilling to take feedback to improve situations. They may give you a chance to give feedback but in most cases nothing will be done to implement feedback and the decision will move forward as they have made it. This can include taking away employee spaces for relaxation and then giving pushback when told legitimate reasons why these spaces are important to employee health. -Compensation is the minimum they can give you to be slightly ahead of minimum wage and therefore “progressive” -Tenure is not considered in any meaningful way towards promotions/compensation. -There was a Union scare that occurred just before the pandemic which then caused a hiring wave of external management which has rapidly caused the decline in culture and employee morale in the Authentication Center -There was an escalation pathway for disciplinary action previous to 2020 that went Teaching Moment, Verbal Warning, Written Warning, Final Written Warning, Termination. THIS IS NOT FOLLOWED IN THE AUTHENTICATION CENTER. They regularly give Final Written Warnings to employees with no prior disciplinary record regardless of tenure. -TCGplayer has decreased employee benefits and regularly falls short on promises they make in company meetings. This could be how the new office space was set up, to free monthly lunches for employees being taken away. -TCGPlayer rewards the “get ahead at the expense of your peers” mentality which was not always the case. They used to foster the “it takes a whole village” mentality which allowed more people to succeed and grow within the company more often -Feedback is often lacking and unstructured, especially after being declined promotions. This leaves employees unable to identify skills they need to work on in order to grow within the company -The most meaningful thing the HR department has done post-COVID is rebrand their team to the “People Success Team” which has nothing to do with how they operate at all. Their presence is not at all felt in the Authentication Center and they do not facilitate any sort of meaningful employee growth -Operations Supervisors are mostly hired based on their connection to one of the higher ups in the Authentication Center, further limiting opportunities for employees to grow within this space -TCGplayer is so concerned about keeping their employees paid as low as possible that they regularly have “reminders” about how the “benefits” they provide create the entire package that is your compensations -TCG provides just above the minimal Sick/Vacation Time they are legally forced to provide. -the Core Values are often not followed by upper management but are heavily used against entry level employees to remind them to “stay in line with the core values of this company” -Multiple Supervisors have been reported by entry level employees for various inappropriate behaviors and Incompetence in their role. Many of these entry level employees have been retaliated against by upper management/People Success with disciplinary action -Diversity hiring is not high on TCGplayers agenda and you don’t have to look any farther than their predominantly straight white management team to see that fact. Not limited to just Authentication Center