Capital Group "senior management" Reviews | Glassdoor

Capital Group Employee Reviews about "senior management"

Updated Oct 20, 2019

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3.6
63%
Recommend to a Friend
82%
Approve of CEO
Capital Group President Philip de Toledo
Philip de Toledo
478 Ratings
Pros
  • "Great people; Great Culture; Great benefits(in 164 reviews)

  • "Excellent benefits, work/life balance, room for growth -- all things companies preach but rarely display(in 131 reviews)

Cons
  • "Senior management may not have associate interests as a top priority(in 60 reviews)

  • "It's a call center so adherence is a must(in 33 reviews)

More Pros and Cons

Reviews about "senior management"

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  1. Helpful (1)

    "Great place to work"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee 
    Recommends
    Positive Outlook

    I have been working at Capital Group full-time

    Pros

    Fantastic culture, smart and kind people.

    Cons

    Only senior managers or above get offices.

    Capital Group2017-10-03
  2. Helpful (16)

    "Well-intentioned associates, Egotistical Senior Leadership"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - IT Manager in Irvine, CA
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at Capital Group full-time for more than 5 years

    Pros

    - Most asociates are smart, kind, and very committed in their work - Great office environment and community - Company core values; especially the charitable support the company provides - Excellent compensation and benefits - The company overall is very ethical and really makes an effort to ensure associates can come to work and feel supported, safe, and empowered - You can really have a great work/life balance

    Cons

    - Senior IT leadership is no doubt filled with smart and capable people but most seem interested in their own career aspirations and make decisions based on what benefits them and their span of control rather than what benefits the company's shareholders - Org change after org change which is costing the company tons of waste ($) and disruption yet nobody can explain one key measurable benefit of these changes -... Very few "leaders" among the bunch of IT Senior Managers, Directors, and SVPs; seems like more like a bunch of project managers looking through budgets and allocating internal and contract resources rather than people who are inspiring and motivating their teams to deliver value quickly - Some IT SVPs think it's their job just to ask bubble-bursting questions to prove their value and their intelligence; aren't leaders supposed to build people up and help educate? - Where's the vision? Everyone seems to be able to point to a project plan or roadmap but hardly anyone can explain in a compelling way why what we're doing is important, exciting, and benefits our shareholders - The company will let low-performers stick around for a very long time before letting them go; this reduces the productivity of everyone around who has to work with the person - Everything is slow; decisions, projects, promotions, even people responding to e-mails. I get that we're managing people's money but at the end of the day, this is a business. I just do not see how CG is going to be able to compete with other nimble organizations over the next 10+ years unless something changes soon.

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    Advice to Management

    Take a look at your most senior leaders and ask yourself if these are really the people who are going to innovate, inspire, and keep CG competitive. I hope the next CIO will clean house a bit and get this place moving quickly.

    Capital Group2019-09-26
  3. Helpful (20)

    "Come, self-combust and retire"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Vice President in Los Angeles, CA
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I have been working at Capital Group full-time for more than 5 years

    Pros

    Please refer to the cons for a free-flowing perspective.

    Cons

    I have resisted writing this review for a while now. But a recent spate of events made me think, why not offer some insight to folks who are considering a position in this company. Beyond the usual cribbing and complaining (that I am entitled to), I want to offer you something useful. 'You' could be an outsider wanting a peek in or an insider looking to validate that voice in your head. I promise not to... disappoint. For the inquisitive mind and the recently committed ... If Dormancy is your quest, look no further. If you are a star, come here to self combust. The Company CG as it is referred to, is the oldest Investment Management company in the world. It takes pride in its deep market research, active investment philosophy and large share of Portfolio Managers who invest their own money in the funds they manage. Well respected in the industry, silent but strong player and has a religious following among Financial Professionals, mostly the established and experienced ones. The company does not have a CEO structure, but is run by a Management Committee. Rumor has it that the entry pass to the committee is an Ivy League pedigree. With $1.9T in AUM, they are doing something right. The twist is in their way of working. Extremely conservative approach to work, taking on too much and ending up fighting for resources, unwilling to take smaller risks are all reasons why this company is 10 years behind its competition from the east coast. The Culture In paper, the value system is stellar. One could argue that it could be used as a template for other companies. It is based on mutual self-respect, emphasis on aligning with all parties on decisions, thorough research and long term focus. That is how the investment process works here and delivers long-term results. Every doctrine that stops at a certain level of generality opens itself for interpretation, often misinterpretation just like the Constitution. This company succumbs to such a fate as well. - Meeting culture Have you come across a place where they talk more about the work than actually doing it? Welcome! Collaboration is interpreted as consensus and the approach to consensus is meetings. If only performance was assessed by meetings and the loudest voices in the meeting .... This company operates on a noxious meeting culture, associates spend 60-80% of their time in meetings. There are prep-meetings, planned meetings and follow up meetings. Yet, that coveted decision that was supposed to be made will always be a moving target. Would you like to know why? Because they can't articulate what decision they were trying to make or the upshot of the meeting. - Decision making No-one feels empowered to make decisions or lack the courage required to do so because they are nursing burns from past experiences. Spunk and drive are met with screeching brakes at every turn until you slow down to the pace of the 405 during peak hours. There is no use stepping on the gas. Remember, you are on an aircraft carrier that's moving on a California highway. You HAVE to wait. - Demeanor 'Everybody is so nice' - you will hear this quite often and it is so true, whether you are a contractor or an employee. Until you are caught unawares during a routine 1:1 with your supervisor or you see your performance review. Co-workers rarely sort out their differences directly with you because the culture forbids 'confrontation'. The result? lack of courage that seeks to complain to one's manager or toss one's cookies all over your performance feedback. These people are determined. They are patient, they will wait until your performance review and then get the job done. - Work-life balance The verdict is mixed here, but for the most part, there is no other FinServ company out there that can match CG's work-life balance. It exists. - Title and compensation The pay structure is excellent. Generous basic pay compared to other FinServ companies + 2 bonuses + a generous retirement plan. The grip tightens as you age in the system because job titles are not on par with the market and you will find it difficult to venture out and get paid better. It is a 6-year golden cuff to vest retirement benefits, to say the least. - Diversity I will fight the criticism that this company is not diverse. There is an active focus on Diversity now. In the past year or so I have seen more people of color working, but I am no expert. It is a sensitive topic and I sure am not a fan of forcing diversity in hiring decisions where the focus should be on hiring the best match for the job. The People Decent bunch. Many of them are very talented, respectful and committed. In times of urgency or crisis, they will willingly rally around the cause, forget their differences and jump right in to help. And then some have spent 20, 30, even 40 years at this company. Exceptions aside, many of them thrive on nostalgia alone, without getting any work done. Big fat egos, passive-aggressive behavior and know-how on gaming the system is their forte. Mind you, they don't want you to come in with fresh ideas and challenge their ways. Anybody from the outside is a threat to their backward ideas and speed (lack) of execution. Well, can you blame them when a 20-year veteran has sat in a manager role for 15 of them? The Leadership At the very top, there are really capable and well-connected people. As you start descending the pyramid, there are so many 'oh dear's. Sensitive like a teenager, egotistic, temperamental, passive-aggressive and much more. Promoting favoritism, constantly talking over others and filling their calendar with meetings so that they can show they are 'busy' is what they do. There is no mind-space to do any work. Ask them what they work on in a typical day. It will be 8 hours of meetings or the work their teams are on. These so-called leaders have no deliverable that they lead. Most of them do not understand the concept of having a strategy before jumping into execution. All they know is 'project' / 'initiative'. Oh, nowadays it is Agile! This layer between the Management Committee and the foot soldiers is made of a bunch of SVPs and Senior Managers. They are like the perma-frost under Russia. Toxic emissions escape when they thaw and are capable of destroying the company from within. Your Job Well my friend, if you are coming from a fast-paced and bleeding-edge culture, expect to be very very very frustrated. There is no exaggeration when I say that. Outdated processes, aging workforce, crippled decision making and a false sense of superiority will drive you nuts. All this when you have the latest technologies purchased and under-used. Essentially, you will be driving a Ferrari on the busy roads of SoCal, doing grocery shopping. Fearless leaders to watch out for ... 0s and 1s I have not come across a FinServ company where a cost-center wields so my influence on business operations. They have restricted options for the business to make good use of the dollar. There will be a fixed annual IT budget and they are very reluctant to use a global sourcing model. Even if a business unit has money to accomplish something, they have to get into the prioritization game to steal from one area to pay another. Oh and the characters you will come across will be amazing. 2 in particular ... There is the sordid patrial who talks big game to arm candies he brings along to events. And the colonial he now has to call a peer. The most abrasive, unclassy know-it-all who has multiple HR complaints against him. Mouthpieces Sordid bunch. They have a spunky new leader who is standing up on the gas pedal and growing frustrated with the outcome. Unfortunately, he has so many blind spots that I can see him heading for the exit soon. They fight so much among themselves and the leader has had 1 hit and 1 'where did the ball go' miss among the 2 hires he made. The threshold for making the leadership team here is strong ties to sales, many years of warming the seat and inability to successfully deliver anything. Display The leader and the leadership team is so lost. For a company that talks about collaboration and alignment, everything is top-down here. The leader is just lost. Word is, there was a crowd-sourcing effort to define the north star for this group in a swanky hotel, where the gathering was left dumbfounded when they realized the caliber of their new fearless leader. So, you decide the outcome you want. Growth or dormancy, choice is yours and good luck.

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    Advice to Management

    You are a smart bunch. The only change you need to implement is to remove Senior Managers, SVPs and above from any given role after 5 years. If they have potential, l, move them above. Else, show them out. You have a great company and some brilliant people. Please stop letting them down.

    Capital Group2019-10-20
  4. Helpful (15)

    "Marketing has lost traction"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Marketing Specialist in Los Angeles, CA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Capital Group full-time for more than 5 years

    Pros

    Hardworking, creative, intelligent associates who routinely go above and beyond. Many teams are short staffed but the CMO is blind and deaf, so not much will really change.

    Cons

    -Marketing CMO threw his weight around yr1 that backfired from Investment Services resulting in unnecessary stress for most associates; meaningless and useless re-orgs in the name of improving engagement and delivery of marketing content to clients -Many insecure senior managers in Marketing from the past who do not understand the digital landscape; Capital Group is a minimum of 8 years behind; outright lies to fit... in; Quite funny how many managers have begun taking months off at a time to seek employment elsewhere -Constant political infighting between new and existing management

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    Advice to Management

    CMO will jump ship unless he is sacked. At the cost of CG's once famed culture and mutual cooperation, what exactly has he achieved besides wasting millions on reorgs, McK consultants and Brand? What are his actual achievements and what has he actually achieved? Nothing. The people he hired also don't have a proper grasp and understanding of the digital landscape. Leadership at other asset management firms and... organizations, many of his own team folks who have quit publicly laugh at this joker. What a circus clown.

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    Capital Group2019-10-16
  5. Helpful (4)

    "Good ideas die with senior managers"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Manager 
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at Capital Group full-time for more than 8 years

    Pros

    Free coffee, tea, and sometimes snack

    Cons

    There are a lot of downsides to this company (Don’t believe me? Just ask any associate besides managers in the company. Their answers are always bias *hint hint*). I would avoid if you are structured, ambitious, and intelligent. By all means, there are good associates, manager and below, however that population is really small. I’ve seen a lot of great ideas/things die at the senior manager level. Mostly because... they don’t understand the business process, aren’t technical enough to recommend or understand solutions, and lastly, the don’t really care about technology operations. Yet, most if not all always seem to get by through their superficial answers. They all assume that everyone knows everything, assume that all their employees are just like them, assume that all employees have every skill set they throw at them. Most of senior managers if not all, are only in it for themselves. I’ve seen a senior manager in IT literally ruin her entire department because of the way she thinks/runs her group. She may not even be aware, her weakness, of the things she’s doing yet she is a senior manager in IT. This is what kills associates. There aren’t many if at all good solid technical senior managers who have an idea of what their doing or how to do it. A few untold characteristics of senior managers are a lot of lies, pretend they actually know what’s going on, take all credit for their associates work, and feel like they are better than the rest of their team so they portray themselves as the savior to an escalation or problem. I’ve worked in many large enterprise companies and this is the first company that I’ve seen this type of activity be so transparent to everyone. Generally, they are smarter in hiding these things. Things happen slow because of the bureaucracy they impose on themselves and associates. Time to understand the modern landscape and how it’s changing.

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    Advice to Management

    My advice is to hire good technical senior managers in IT so the business can move forward with their projects. I feel that most senior managers and above are project managers at best. Is it fair to the business and associates to go through the hassle just because the lack of knowledge from senior managers. Stop focusing on their perception problems and focus on solving business/technical problems. It’s simple.

    Capital Group2019-10-04
  6. Helpful (1)

    "Great benefits and pay"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Call Center Customer Service Representative in Irvine, CA
    Recommends
    Positive Outlook
    No opinion of CEO

    I have been working at Capital Group full-time for more than a year

    Pros

    Benefits and pay are awesome

    Cons

    Senior management may not have associate interests as a top priority

    Capital Group2019-07-13
  7. Helpful (17)

    "Great Pay and Benefits - Frustrating Pace of Work"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Manager 
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Capital Group full-time for more than 5 years

    Pros

    I don't think you can find a better company for benefits and salary. They are keeping a lot of folks employed long past their prime

    Cons

    Management, especially Senior Managers are calcified into their little kingdoms and silos. The pace of real change is glacial. It is hyper political. Reorganizations are constant on a schedule. You have to get used to a new bunch of "bosses" every year or so. IT work is frustrating

    Advice to Management

    Decide what your direction and core strengths are and stick with them. Stop all the games and infighting in IT. The really good folks do move on the mediocre end up staying for the pay and benefits.

    Capital Group2019-06-16
  8. Helpful (31)

    "HR at Capital Group"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Experienced Human Resources Professional in Irvine, CA
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I have been working at Capital Group full-time for more than 3 years

    Pros

    The compensation and benefits package.

    Cons

    There is an underlying current of hierarchical BS that runs through this department. You are encouraged to challenge the norm, however when you do, 85% of our leadership (senior managers and above) is quick to overpower you in a way that hinders creative thinking and mutual respect. Sr. Managers will tell you that we have to encourage an environment of individual/team growth and mutual respect, but these leaders... are quick to throw each other under the bus and bad mouth some of their peers to their teams. Not professional and doesn't set the right tone for the potential future leaders of this organization. You can complain about any one of them to the HRLT and they will do nothing to stop the unprofessional behavior of some of these senior managers. Some of these leaders are "besties" so it's almost a moot point to even bring up an issue because nothing will change. Most of the Sr. Consultants and Consultants will never feel safe to speak up about what really goes on here (Irvine and LA) and that's sad, because then we resort to these anonymous Glassdoor reviews which will be reviewed by a person or two that is actually part of this toxic group of senior managers. They will discuss how they just received another review of someone who is just trying to complain and that it's ultimately irrelevant. It has happened before and again, HRLT will do nothing about reprimanding some of these senior managers and directors for their bad behavior and poor leadership skills. The proof is the turnover in the last year. We have a large HR community compared to the size of our organization, but it's still concerning to see great talent walking out the door because of poor leadership. A robust compensation and benefits package will only keep people for a period of time before they decide that it's not enough to keep them here. I don't provide referrals for employment here anymore because the environment is toxic.

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    Advice to Management

    Senior Managers need to stop talking bad about their peers to their teams. Don't overpower team meetings with your thoughts and opinions and only leave 10-15 minutes for your team to chime in or provide their input. Encourage creative thinking and open communication by not trying to be the smartest person in the room. We get it, you guys are Senior Managers and Directors, but you shouldn't lead in a way that... diminishes your team's confidence and engagement, because your way is always the better way.

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    Capital Group2019-05-22
  9. Helpful (1)

    "Potential to be great"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Results Associate in Los Angeles, CA
    Recommends
    Positive Outlook
    No opinion of CEO

    I have been working at Capital Group full-time for more than a year

    Pros

    - Great coworkers - Good work-life balance - Comfortable place to work at - Opportunities if you can capitalize on it

    Cons

    - Direct supervisor is usually alright, senior management needs to be better in touch with what actually constitutes daily work - More politics and less collaboration than what one might expect from a company that prides itself on culture. It's not toxic, but I'd just wait before putting the rose-colored glasses on

    Advice to Management

    Actually ask what associates are doing. Surveys only do so much

    Capital Group2019-05-16
  10. Helpful (24)

    "Seasoned Opinion about American Funds Positions"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Senior Client Service Representative in Irvine, CA
    Recommends

    I worked at Capital Group full-time for more than 10 years

    Pros

    Please note - this review is about American Funds Service Company - Shareholder Services (AFS) in Irvine California. Some of the review may not apply to any positions at headquarters in Los Angeles or other sites in the United States or abroad.. Awesome Co-workers Great Retirement Benefits Beautiful Compass Wonderful Reputation in Financial Services Industry When I started working at AFS - It was an... amazing company - large corporation, but with a family feel and take care of your people attitude. While it is a large department, AFS is largely a flat organization, so the possibilities to move upward within the department are limited - Associate, Manager, and Sr Manager. So the possibility of career development is largely only available to moving out of AFS. That being said, the work can be challenging dealing with frustrated clients and investment advisers. The pay is quite respectable for a phone and processing center. AFS does require overtime when they are busy or understaffed. They attempt to offset this with "voluntary" overtime, but at times, they do require all associates to put in some required overtime. While required over time is not liked by any associate, the overtime pay helps numb that pain. The more overtime you do, the larger the contribution to your retirement plan and your bonuses. This is not always realized, but it's nice to see it when it comes in and really builds up over time. There is a significant amount of training involved. For some the material is easy, but for others, the concepts, services, and products are really over their heads. They do a fair job of helping associates understand the concepts with additional support for a limited time (maybe 6 months or so) but after that it'll become an issue if you can't grasp the concepts or processes. The Irvine compass is beautiful and has great cafeteria for you to purchase lunch if you want. If you commute by train, you'll develop some close friendships and bonds commuting back and forth and getting to know people outside the office. Irvine has a shuttle that picks people up at the Irvine train station and drops you off right in front of the Capital Group offices, so it's super convenient. There isn't much of interoffice socializing . A lot of people commute a long way and most days people just want to go home. Happy hours and outside social events within the department are pretty much non-existent. The department tries to keep motivation and moral up with some on campus social events, potlucks, and providing some meals and snacks for special occasions or as reward for doing the overtime. Not everyone appreciates these things, but it could be nothing - so take those complaints in stride. It's certainly something that they don't have to do. Overall, this is a great place to start your career in financial services. The training is good and the reputation about the company will serve you well if you stay in the financial services industry. It will also be some of the greatest associates you get to work with. Lot's of great associates that you can build good working relationships with and if you're lucky, some good life long friends.

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    Cons

    Within the department, the attitude has shifted from family and promoting within, to more micromanaged, cut throat, and promote from outside. More and more, the business as a whole seems to hire from outside to fill positions in various other departments as opposed to giving associates the opportunities to prove themselves. It can not be over emphasized that you should heed all the warnings about "speaking your... mind", "tell us what you're thinking", "share your observations", "we have an open door policy", "we are very receptive to feedback" and any other variation of those thoughts, ideas, and concepts, because in the end, those are just key words for "open up to us so we can make a judgement about where you're going to go in the company and whether or not we like you". Once you show your hand, your reputation is cemented and no amount of time or change in your behavior will change their opinions in this department. Managers seldom move, Sr Manager never move - so whatever they think of you, is what they think of you. Don't be fooled by the fake compliments, "Kudos", rewards, free lunches, or utilization as a "resource". If you aren't being given opportunities within a few years, they've already made up their minds about who you are and where you're going within the company. Like many reviews have said, AFS doesn't really care about your thoughts or opinions. Whatever you do, don't complain. Maybe you can provide "suggestions", but watch your tone. Consider your delivery method (face to face, privately, in an office, on the floor, or via e-mail) and how it could be perceived by others. Don't be fooled by the rhetoric of accepting feedback or by whatever response Capital Group will provide in response to this opinion. AFS is interested in one thing and one thing only - support whatever idea upper management comes up with, no matter how silly, dumbfounded, and unrealistic it is. If you work there long enough, you will see a change from one process to another and then back again. Mostly a repetition of previous ideas and processes, wrapped in some new meaningless, see through wrapper. So when you see it - smile and exuberantly praise what a great new and fantastic idea is it. Don't be surprised when the process is changed, revised, or reversed weeks, months, or years later. Within AFS, the department is not interested in leaders. They want followers. It's bred into the culture from Senior Management down. Leaders are too disruptive to the status quo within the department. Original ideas - truly and genuinely original ideas about managing associates or the department - are not really well accepted and if they are - expect them to be stuck within the cogs of reviews, analysis, and clarification. The wheels of change move slowly. Ironically, it doesn't seem that the same amount of analysis or clarification is utilized for some of the initiatives that management push forward to the associates. Managers over associates can seem duplicitous. While seeming to care, they are also sometimes the first ones to deliver a negative perception about the associate. Sr managers rarely take the side of the associate, mostly because of limited interaction. So be aware that if you want a new perception from your Sr Manager, start having those one on one meetings with your manage and include the Sr Manager in those meetins. Also, think about setting up maybe quarterly check-ins with the Sr Manager to help develop your interaction and career. Again, be careful. This approach while seemingly almost necessary is a double edged sword. Also remember to have your "work face" on - be prepared with clear ideas that you want to convey, don't get too personal, emotional, or passionate about anything. There are some managers that really do care and support their associates. But there are seemingly more that are only interested in pushing their career objectives and answer to their boss, that it makes the good ones difficult to identify. The greatest incentive they offer and keeps you tethered to the job, is the retirement plan. 15% of your gross income. That being said, I would encourage you to leave on your own terms and don't sit around wasting your time for 6 years for the retirement plan to be vested before leaving. While it is a great benefit, it's also one of the major incentives to stay, but remember, it's not your money, so anything you walk away with is free money. Other companies may offer matching or better overall compensation packages if you know what you are looking for.

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    Advice to Management

    Although I know that this will not go anywhere but some silly and pointless file, like my exit interview - here's some thoughts: * Listen to associates. Really listen. Practice what you preach when your teach them about taking calls. * Don't make assumptions about people. People in this job come from all walks of life with different life and work experiences. Sometimes adjusting to your culture can take time,... understanding, and coaching. Isolating and pigeon holing associates really only hurts your business. You say that the "secret sauce" is the people, well then remember that and nurture that. * Discourage AFS from having Managers and Sr Managers play favorites with associates. * Remember that people don't leave companies, they leave managers. * Stop talking about work / life balance. It's only work / life balance when it benefits your department and goals. * For Shareholder Services - seriously consider bring back the "full service" model for incoming calls. The pillar model does not provide associates with a comprehensive understanding of how accounts and services work towards a client's overall investment objectives. * Additional value to a full service model - Client's and advisers seeking assistance, are not transferred multiple times or left on hold for long periods of time. * Stop the exit interview if you'll continue to disregard what associates have to say. I had some excellent kudos for my Managers and Sr Managers. To know that it was all an exercise in a waste of my time was really disappointing. Those Managers and Sr Manaagers deserve the positive input and knowledge that they made a difference in an associate's life and career. Without their support, I would have quit much sooner.

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    Capital Group2019-04-03
Found 60 reviews