T. Rowe Price

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5 people found this helpful  

April 2013 reviews are a weak attempt by upper management to cover up REAL internal problems

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - PSC in Owings, MD
Current Employee - PSC in Owings, MD

I have been working at T. Rowe Price full-time (more than a year)


"Pro" - Upper management has finally recognized staff are unhappy; however, electing to smooth it over in a public forum will not get at the root causes. To fix your image problems and boost reviews in social media like GlassDoor.com you're going to actually have to fix the problems inside your four walls and not write trumped up bogus reviews.


"Con" - is anyone really expected to believe a review(s) written within five days of each other where everything is wonderful and the writter's only Cons are : "No meaningful Cons to share" ; or "location, heat, and traffic cops"

- Worklife balance is theory NOT a practice. Schedules are changed on employees with less than 8hrs notice
- Supervisors and their assistant "Senior Reps" have no accountability
- Inter company departments and groups do not support one another and create obstacles and excuses for why things cannot be done
- Phone reps are micromanaged excessively. The only concern is managing call volumes and service levels - past that there is absolutely no variety in the role and burnout comes at lightning speed
- Rewards which are few and far between only come in the form of food offerings never monetary incentives

Advice to ManagementAdvice

There are true systemic problems and your workforce is unhappy because they are underpaid in a stressfull job, and have no Zero input when it comes to their jobs.

- Involve your workforce by allowing them to voice their ideas about improvements - then take action on those suggestions you receive
- Eliminate the protocol and redtape mentality so rampid throughout the firm
- Hire more staff to relieve the burden on call representatives so they can actually be given time off line to be coached and mentored to cross train for other roles
- Hold meeetings with your staff more than once a year to ask what we need, try bi-monthly and actually follow through - empty promises are demoralizing
- Last review the salary structure and ask can we really keep expecting more without compensating for it? With salary so low employees are not inclined to stay for increased stress with not enough money to offset it. This give your competitors a unique edge and ability to easily poach your talent away from you.

Doesn't Recommend
Neutral Outlook
Disapproves of CEO

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