Franklin Templeton Investments

  www.franklintempleton.com
  www.franklintempleton.com
There are newer employer reviews for Franklin Templeton Investments

 

"lifers" abound

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Manager in San Mateo, CA
Former Employee - Manager in San Mateo, CA

I worked at Franklin Templeton Investments

Pros

good benefits, good, secure company

Cons

"lifers" contribute to glacially slow pace and willingness for change

Advice to ManagementAdvice

shuffling around deck chairs by promoting/moving existing long-time employees to "new" departments is not a good strategy for growth and innovation

No opinion of CEO

268 Other Employee Reviews for Franklin Templeton Investments (View Most Recent)

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  1.  

    Eh.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in San Mateo, CA
    Current Employee - Anonymous Employee in San Mateo, CA

    I have been working at Franklin Templeton Investments

    Pros

    Franklin will provide you with good exposure to a wide range of groups. At the very least, you can expect to grow your skill set. Franklin definitely values extended education (either training on new tools, business concepts or even post-graduate/MBA studies) and is willing to fund most learning ventures. It's a good place to be if you want to ramp up your experience. Also, the products are great -- the portfolio team is definitely the brain trust of the company.

    Cons

    In terms of career growth, there is little to no room for growth. For this reason, talent does not seem to "stick around" at Franklin (two years seems to be the max for true top performers unless you've sold your soul to the graduate/MBA education assistance program). In terms of management, most "leaders" were placed in their position based on the years they dedicated to Franklin (versus talent/intelligence/experience) so decisions made may not always be the "wisest". To put it frankly, not everyone at Franklin is all that bright and they tend to drag their feet to get anything done.

    Advice to ManagementAdvice

    Hire smart people. Promote smart people.

    No opinion of CEO
  2. 1 person found this helpful  

    Great benefits, but suspect management and confirmed reputation for overworking employees

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Worked In Marketing and In Technology in San Mateo, CA
    Former Employee - Worked In Marketing and In Technology in San Mateo, CA

    I worked at Franklin Templeton Investments

    Pros

    The health/vision/retirement benefits are some of the best in the industry. The Employee Stock Purchase plan with 50% company match is probably the best in the industry.

    The facilities at the San Mateo Headquarters are new and the gymnasium are clean and very well maintained.

    During down times the company issued a paycut instead of laying people off. This was received well by the employees.

    Cons

    Franklin has an industry reputation for overworking their employees; especially on the technology side. 9-10 hour workdays and work on weekends are commonplace and not only until recently have there been efforts to compensate employees for their extra hours. Pay scale is not commensurate to hours spent working.

    Workers are encouraged to work long hours because they are given extra "credit" in their performance reviews for willingness to work long hours and weekends. This is the culture that
    breeds an unsustainable pace of work that leads to frequent employee burnout and employee turnover.

    Employee concerns about being overworked have not been fully addressed and typically misdirected by management.

    Example: Employees will complain of long hours..and in response...management elects to give
    coffee card bonuses to compensate employees for their long hours. They are not compelled at ALL to try and alleviate the long hours but to create misdirection and expect little coffee cards will pacify employees.

    The reason for this is because Management is SOLEY concerned of the bottom line and interested in
    achieving their project goals and receiving their own individual accolades (and bonuses) for project completion at the expense of the overall mental/physical health of their employees. There is a HUGE gap of communication regarding this.

    Example: A manager was recently profilied at the company and it listed his/her many accomplishments and projects that he/she was involved in. In reality, most of the projects he/she had no direct relation to, but was quick to take the credit. He/She did not mention at all..the team of employees that worked w/him/her. This is NOT an isolated incident of one manager, but an example of many.

    Because of examples like this and others, there is a strong distrust between managers and employees. The management teams meet privately too much and appear not as open to employees
    regarding many things about the organization.

    There is also a severe lack of training/character evaluation of managers as well.
    There are managers who are socially/emotionally immature and are unable to
    manage their own behavior, let alone providing guidance for others.

    There definitely exists a glass ceiling that prohibits many workers from becoming managers.
    Only managers that tow the company line of overworking their staff are retained and hired up
    as managers.

    Advice to ManagementAdvice

    Your approach is NOT working. You meet privately and create an air of distrust. You overwork your employees and misdirect/mislead expectations by outwardly denying overworking people, yet privately encouraging them to put in the extra work in performance reviews.

    Nothing bad to say about Greg Johnson. I think the company is performing well. Just have issues w/senior and mid level management who are out of touch w/their employees either intentionally or unintentionally.

    Doesn't Recommend
    No opinion of CEO
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