T. Rowe Price

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T. Rowe Price Reviews

Updated Jul 21, 2014
All Employees Current Employees Only

3.3 260 reviews

87% Approve of the CEO

T. Rowe Price President, CEO, and Director James A. C. Kennedy

James A. C. Kennedy

(184 ratings)

68% of employees recommend this company to a friend

Review Highlights

Pros
  • Very people friendly company, with good work/life balance(in 19 reviews)

  • Great benefits and comfortable work environment(in 36 reviews)


Cons
  • headset policy is cumbersome, even for a call center)(in 14 reviews)

  • Impact to ability to have appropriate work life balance(in 6 reviews)

73 Employee Reviews Back to all reviews
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in
    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    • Approves of CEO

     

    Very frustrating if you barely know what you are doing or getting invlove in

    Junior Business Analyst (Current Employee)

    ProsLovely work environment and great people

    ConsFirst coming in can be quite difficult , so many projects and its hard to keep up

    Advice to Senior ManagementLearn to attract younger workers

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Work/Life Balance
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    RAM

    RAM (Former Employee) Owings Mills, MD

    ProsYou're constantly learning and you are given opportunities to move up.

    ConsDepending on the department you are in, some of the coaches their aren't great coaches at all for the people who need a little bit more time and patience when it came to learning a new worktype. They were impatient, rude, and insensitive.

    • Culture & Values
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    • Disapproves of CEO

    2 people found this helpful  

    Things have changed

    CPS Associate (Current Employee) Owings Mills, MD

    ProsTop rated mutual funds, opportunity to learn and be connected to the market and broaden your financial knowledge, strong customer focus, pretty good company benefits, great campus and opportunity to get involved in activities if i you want to.

    ConsPay is low, staffing seems to be very tight and is constantly supplemented with associate OT, causing all of us to work more and more as spots are left open longer and longer and or just not filled. Impact to ability to have appropriate work life balance. Less and less development due to this tighter staffing model, as we have to be processing or on the phone. Supervisors and GMs are younger and younger and have less and less experience. Appears to be a shift in what they are looking for or possibly why some are leaving certain areas at a rapid pace. We are losing a lot of talented associates and leaders and backfilling with those with little experience leading. Less experience does not prepare them for what is needed in these roles and the challenges that are presented with an unstaffed work force and changing demands of increased customer expectations. Often, being in a supervisor role for 2 years has not prepared them to support supervisors for difficult customer situations we are seeing and escalating. Historically, I would see supervisors with more years of experience and who had worked in various groups move into these roles. Now, people are being promoted after 1-2 years and it is showing to us associates, as they cannot support us, or their broader leadership team. GMs are not holding supervisors accountable for associate development or engagement. Not sure what they are doing most of the time...

    Advice to Senior ManagementLook closer at open positions and the impact it has on those working directly with customers. What is the risk of leaving them open for so long? Also, why are so many people and leaders leaving from certain areas? Why won't good leaders come in and fill open spots? I have been here for some time and am well aware even as an associate what is going on and know we need CEO intervention to help get us back where we were. We used to be a great place to work and people wanted to work a few years back. Please bring us back before everyone leaves. Help!!

    No, I would not recommend this company to a friend

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    Good place to start a career

    Anonymous Employee (Current Employee)

    ProsGood work/life balance. No stress after work

    ConsLow pay, Low pay, and Low pay

    • Culture & Values
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    • Approves of CEO

    1 person found this helpful  

    Supervisor

    Supervisor (Current Employee) Owings Mills, MD

    ProsOk benefits and a nice campus

    ConsNo opportunity for growth unless you know someone

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
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    • No Opinion of CEO

    2 people found this helpful  

    Rollercoaster

    Retail Account Management (Current Employee)

    ProsBeautiful campus, almost looks like a college campus, well known company, opportunity to meet lots of friends

    ConsPace of work is extremely busy/nonstop, supervisors and managers look exhausted and hardly have energy to coach, leaving critical spots open for extended periods of time has become the norm without consideration of downstream impact, overall disengagement by leadership as a result

    Advice to Senior ManagementHelp your leaders lead so they can support their people- fill positions. It has been one after another and its not making anyone better- challenge those leaving them open for so long and find out why- get to the root cause. Its clear to us who doesn't care- hold them accountable and get us off this rollercoaster

    No, I would not recommend this company to a friend

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    • No Opinion of CEO

     

    High turnover

    Anonymous Employee (Current Employee)

    ProsWilling to train people they want to keep

    ConsLet those know immediately if they do not like you or your work and actively escort you out the door

    No, I would not recommend this company to a friend

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    • Approves of CEO

     

    If your not on the management track your screwed

    Anonymous Employee (Current Employee)

    Prosthe 401K plan is great

    Conseverything else sucks, its all about who you know. If you don't take people to lunch your out of luck for advancement.

    No, I would not recommend this company to a friend

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    • Approves of CEO

     

    Typical Call Center

    Anonymous Employee (Former Employee)

    ProsThe entry level training is good, and the systems are intuitive and helpful. Good place to get your financial licenses.

    ConsOvertime in the support areas dictates your life. It's either so much that you work until dark every night and every Saturday; or it's very quiet and nothing much to do. Be ready for a lot of groupthink. The managers are almost always internal people who have been around for a long time, and no one wants to rock the boat.

    Advice to Senior ManagementHire some new blood in your operations management. Creative and outside the box thinking can be incredibly helpful .

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
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    • No Opinion of CEO

     

    Still Hope

    Supervisor (Current Employee) Colorado Springs, CO

    ProsFriendly people to work with, great licensing opportunities, and great place to learn the industry. Excellent investment philosophy, doesn't do lay-offs to manage budget, and a debt free company. Great location with amenities like gym, cafe, basketball court, and social networking events.

    ConsHalo affect galore in some areas (RDS), success is measured by social networks overpowering actual work. Very occupied with putting small fires out versus fixing the root issues. Not really competitive pay and while feedback is encouraged it is rare to find someone who provides tangible feedback.

    Advice to Senior ManagementStop top down management style in operations. We are making decisions that do not involve the associates closed to the process. This helps with moral issues and gets the fixes right. Measure a supervisor on the morale and development of the team not who is in your office the most. Coaching and development stop at Supervisor level. If you want supervisors to effectively coach and development GM's need to be coaching and practicing it with the supervisor teams. We are also failing to attract and retain talent because of burn-out and lack of follow through on objectives. There are some of us holding on by a thread hoping it will turn around. Look for us and fairly evaluate our work and leadership skills soon. Please. This is a good company and it will be heart-breaking if it continues down the path it has taken in the last 3-5 years. The core values are why we still fight.

    Yes, I would recommend this company to a friend

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