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Doesn't RecommendPositive OutlookDisapproves of CEO
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at Midland States Bank full-time (More than 5 years)
Laid back environment, nice building, some talented workers, good work/life balance, strong growth track (for an investor).
Terrible corporate culture that breeds undermining and non-best practices (many people afraid to challenge management, an above average amount of poor decisions and rework based on the iron fist approach). Many in management and executive management lack strong leadership skills when it comes to people (the culture is proof of this as well as how many talented people have left). Not even close to competitive salaries (non-management) in comparable areas like Indianapolis or St. Louis relative to the cost of living adjustments (which are minimal). Like other organizations in Effingham, Midland has a monopoly on local talent that want to stay in Effingham, they can underpay and do so. Little to no advancement opportunities. Lack of training budget and talented workers to help train/keep younger employees.
Advice to Management
Boost company culture – not via jean days – actually have leadership come from the top floor and go to department/team meetings. Become involved with employees and start breeding a culture of innovation and execution. Executive management, directors and managers need to get better at communication (not via emails or handed down scripted vague messages), but by doing it themselves several times a year and pushing themselves (directors and managers) to work with their respective teams to discuss issues and how to actually remedy them. Get the right people on the bus and the wrong ones off of it – there are lots of managers that are incompetent, could be their own doing, but is more than likely because of bad leadership by executive management. Get the culture on track and then get rid of non-conformers and look/pay for talented workers. Set some goals outside of only increasing Midland's financial growth. Become more transparent with decisions and direction of the bank (embrace change, most modern companies are). Hire employees you need 2-5 years from now, not ones to just maintain the status quo (will need to get competitive salaries and more marketable benefit package to compete with St. Louis and Indy in recruiting Midwestern talent).