Employee Review of Voicecurve - Check out more reviews of working at Voicecurve

First, let me give some background. My spouse is actually employed with Voicecurce, not me. It seems that a few things need clarification. An upper level management employee of Voicecurve did in fact solicit employees to send positive reviews to this website, and management people also wrote some of them. Also, the owner did in fact send out an email that expressed gratitude for her intentions but admonished her for doing it, conveying his willingness to listen to the honest feedback of the workforce. You have to respect the appearance of what he did. I use the word, “appearance,” because I’m not sure about the sincerity of it. At the time, my spouse posted a good comment on this site because he/she was asked to and because the company seemed wonderful. Allow me to address things from a more current perspective, namely because I have been a student of leadership for years, and I think there are things that need to be communicated in some venue, even if it’s here.
My confusion starts with the owner’s email, for if he were sincere, then current conditions would seem hardly possible. To date, my spouse, who has high scores in every area, has been falsely accused by management and harassed simply for making comments or asking questions. He/she has been passed over for promotion because he/she lacks a 4-year degree. Now, I personally hold multiple degrees at the undergraduate, graduate, and post-graduate level, and there is one thing I can state unequivocally: many young people with bachelor’s degrees still do not know how to write well or manage people well. This truth is obvious at Voicecurve. While the lack of literary prowess might be easily overlooked, the lack of good management skills is not. Many of the young women who are in management, from leads to HR, appear to suffer from self-esteem issues. Such young women are often intimidated and threatened by older women and men because of their own competence—or lack thereof. Experienced leaders know that while there are young people who garner wisdom and respect for others in their few years, many do not. Many young people lack wisdom and respect for others. Having been a leader in various contexts over the years, respect, dignity, openness, and transparency have been mandates for me. While the same may be true for the owner of Voicecurve, the same is not true for his management team—once again, from leads to HR and everything in between. This is not an emotional response; this is a point easily seen by anyone who has been a leader of any magnitude for more than a few years. This brings up another interesting point.
Research proves that people who have a voice in hiring tend to choose people most like themselves, for better or for worse. This likeness is not usually perceived based on character, but rather on personality or image. Now imagine, if you will (sounds like Rod Serling!), that an owner hired some young women and gave them authority in his company, including the hiring. They proceeded to hire with a preference for young women like themselves (because they must be alright if they are like them!). When promotions were available, they preferred hiring young women who were of the same sorority-type or social type as themselves, and they shied away from older women and men who might challenge them and threaten their authority, thereby hiring young women that they could control by nature of their position, not their competence. With no accountability, this would soon take on the appearance of a company that squelched honest feedback, belittled people, and used strong-arm tactics to intimidate people. Now, if you can imagine this, then you can imagine Voicecurve.
So why does the owner allow this to happen if he was serious about wanting honest feedback? Would he not create an environment where honest feedback was welcome and where people were treated with dignity and respect? Of course, he would, unless he was merely trying to draw out naïve people that would be fired or asked to “squeal” on their counterparts. The latter seems to be the case. I personally know of someone up for a promotion who is young, female, and holds a bachelor’s degree. This individual is not really committed to the company, but the company doesn’t see it. The people hiring only see someone like themselves. The young lady does not have the character, skill, talent, or wisdom that my spouse holds, but she will probably get promoted. How sad. The formula for good employees is not (young + female + degree + seems like me = stellar employee), but apparently the young women at Voicecurve are too inexperienced to know this truth; therefore, they are rapidly turning Voicecurve into an undesirable place. If the willingness to listen were present, then this site would be unnecessary and a 360 feedback system would be integrated by the owner so that he could actually hear the reports on these young women who have allowed power to percolate to their heads.
As for the individual (perhaps a manager?) who noted that people who make negative comments about Voicecurve have a character deficiency, should we point out that attacking people’s character because they are giving honest feedback about a company seems ridiculous and shows a serious lack of integrity.
My hope is that the owner will seek honest feedback while creating an environment where people can give it without fear of retaliation or job loss. We will see, but for now, this company does not have a leadership structure that makes employment worth seeking. If it did, I wouldn't be writing on this site.

My spouse may not know this is being written, but I have no doubt that he/she would agree with the content.