Citizens Employee Reviews about "sales goals"
70% would recommend to a friend
(87 total reviews)
Bruce Van Saun
84% approve of CEO
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Excerpts from user reviews, not authored by Glassdoor
- "Benefits are good but have been cut since RBS' desire to spin off the bank" (in 373 reviews)
- "Citizens has a lot of really great people who are dedicated to what they do on a daily basis." (in 228 reviews)
- "good pay depending on who hires you and what region you work in" (in 171 reviews)
- "Work life balance is good" (in 134 reviews)
- "It also feels great to help my colleagues and team when we have a real challenge to overcome." (in 106 reviews)
- "Management is hired in without ANY banking experience resulting in poor management." (in 167 reviews)
- "Poor upper management and disorganized retail structure." (in 110 reviews)
- "You must get a good manager and department to succeed." (in 105 reviews)
- "No bonus below Vice President" (in 47 reviews)
- "Long hours and a lot of red tape with risk / cyber groups to implement anything" (in 45 reviews)
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This rating reflects the overall rating of Citizens and is not affected by filters.
Found 87 of over 4K reviews
Updated Nov 29, 2023
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Reviews about "sales goals"Return to all Reviews
- 2.0Jun 5, 2019Branch ManagerCurrent Employee, more than 5 yearsPhiladelphia, PA
PTO, bank holidays, 401k Helping customers financially Big initiative for volunteering, community involvement
Upper management and company not authentic Big shift in culture over past couple years Feels more like Jim Jones cult Rapidly changing policies as to not look like Wells Fargo but an incentive plan and extreme pressure to make daily sales goals that don’t align. Very little opportunity for growth for manager Extremely high turnover in store branches leaving managers to consistently work upwards of 50-55 hours a week No work life balance No loyalty to loyal long term colleagues On firing frenzy over past year4
- 3.0Feb 16, 2015Personal BankerCurrent Employee, less than 1 yearPittsburgh, PA
Citizens Bank has a very string and consistent training program and they provide a great first-step in to the financial industry
Employee retention rate is very low and the company pushes sales and goals very aggressively without making a clear bonus structure for going above goals.1
- 2.0Mar 8, 2015BankerFormer Employee
Benefits were good. ample resources to train yourself.
Upper management plays a big role in who gets ahead and who doesn't. Very diplomatic. Incentive bonuses used to been a good benefits until they started changing the plans to make you work 100 times hard to be compensated for 10% of it. It has come down to very micro managed level. And has demotivated the seasoned employees. Insane and unfair sales goals set by upper management.3
- 1.0Dec 15, 2017Licensed BankerCurrent Employee, more than 1 yearProvidence, RI
You will learn how to cope with poor management and poor work-life balance. The collegues who train new bankers are knowledgable and capable.
Disorganizaton and micromanagement are the worst possible combination. Highly aggressive sales goals under the guise of 'helping customers' leads to a toxic work environment. Too many systems/policies/procedures to get any work done. It is not necessary to go over your 'game plan' multiple times a day, nor is it necessary to have 5-6 different systems of software to do any sort of customer service.1
- 2.0May 16, 2023TellerCurrent EmployeeGibsonia, PA
PTO and decent pay for position
Hard goals for sales and upper management detached from retail positionsCitizens Response7mo
Thank you for sharing your thoughts. We're sorry to hear you are not completely enjoying your time with us. A lot of research goes into the setting of sales goals. If you'd like to share your concerns more, we encourage you to email Citizens’ HR Service Center (firstname.lastname@example.org).
- 1.0Feb 26, 2013Banker IFormer Employee, less than 1 year
Met some great people (some employee's but mostly customers).
I didn't even make it a year before calling it quits. Why? read below. It's a bank about 'community' but only cares about selling undesirable products to its customers. Sales goals were extremely unrealistic and not consistent with new hire training. I had a goal for loans way before I even went to the training for loans and then was scolded at the end of the quarter because I didn't make the goal. I also didn't start my new hire training until I was already five-six weeks into the job. Because there are monetary incentives for selling, working in a branch with multiple bankers often lead to backstabbing and other shady acts when it came down to the wire. I was required to attend meetings to help schedule appointments for new to bank business customers. The scheduled appts and resulting new accounts were credited to other bankers who had a business goal and received COMMISSION on these accounts. I did not receive anything aside from a pat on the back and a job well done. Why not make those with a goal attend? In conjunction the amount of time I was forced to spend out of the office resulted in me missing opportunities to even make my own goal. Management isn't as knowledgeable as the staff their overseeing. I found that I was constantly answering my managers questions or rectifying their mistakes with customers. The systems that are used are so dated that it causes frequent customer issues. Error's while opening accounts, accounts not properly linked together causing multiple fee's for the customer, customers never receiving pin numbers with their debit cards and a resolution system that does anything but resolve; long turn around time for customer issues. A large portion of my day was filled with rebating and lying to customers who were charged tremendous fee's. When I was originally contacted about employment I had interviewed for a Banker and Assistant branch manager position. I was told that it was better to become a banker and then go to a assistant branch manager because they only promote leadership from within; come to find out they hire managers with out prior banking experience. There is little room for advancement and it seems the only track that you can look forward too is becoming an assistant branch manager or branch manager. Corporate opportunities are made to seem far out of reach. Compensation was mediocre for the job performed and low compared to the industry average. I found it very hard to have a balanced work and personal life because I was at work 6 out of 7 days (Traditional branch). Lastly, they have a HIGH turnover rate, I witnessed three people leave before I made my move. All in all.. I would NOT recommend this company to a friend.3
- 5.0Mar 9, 2022Business Relationship ManagerFormer Employee
Good entry level job for banking
Demanding sales goals and little trainingCitizens Response2y
Thank you for sharing your thoughts. A lot of research goes into the setting of sales goals and the majority of our colleagues achieve those goals. If you'd like to share your concerns more, we encourage you to call Citizens’ HR Service Center at 1-866-472-8234.
- 4.0May 5, 2014Business Banking OfficerFormer Employee, more than 5 years
Work life balance, Benefits, great collegues
Sales goals challenging and not specific or adjusted to market area and goals changed to make bonus harder to attain
- 2.0Jan 31, 2016Banker IFormer Employee, more than 1 yearMethuen, MA
-You learn a LOT about the banking system (which proves to be useful): loans, mortgages, fraud and affidavit, credit, credit cards, money markets, certificates of deposit, cashier's checks, bonds, business accounts, IRAs, etc... as well as all the rules and regulations to go with them. - It is decent sales practice with leads as well as cold calls and cold approaches. - Decent benefits
- The Sales goals are intentionally extremely high and you only accumulate commission on sales once you surpass your goal. Employees can view the sales progress of every Citizens Bank Banker in the region, and you will notice less than 10% make their goal. - At a busy in-store branch, you will spend a lot of time as a teller. In my case it was most of the time. - The turn-over rate was extremely high. I started working there with 6 other employees, NONE of whom were there when I left one year later. - Impossible universal rules Examples: According to the rules, employees in the in-store branches must spend an average of a 30 minutes per day cold-approaching customers, 30 minutes per day cold-calling 'leads', and various other things that are impossible if you work at a busy branch. - Sometimes there are awkward promotions. One promotion was that a customer may ask for a free $5 if the employee didn't ask them about their mortgage refinance, no matter their age or how well you know the customer. It was annoying to ask customers whom I had already asked 2 times that day, and my co-worker had to give $5 to a 14 year old he didn't ask.
- 2.0Oct 19, 2016Senior TellerCurrent Employee, more than 5 yearsSalem, NH
Sometimes has flexible hours. The longer you've been at the company the better, but your direct management will be the most important to have your back and give push back when necessary.
Lots and lots of cutting corners. Basic office workplace items such as chairs and water coolers are removed for maximizing of profit. Sales are heavily weighed, even though there is an incredible amount of pressure to beat an unfairly weighted 'customer satisfaction' measurement system. Company looks for ways to make sales goals unattainable and therefor not pay out any bonuses or pay increases. Long time staff do not have any incentive to stay within the company. New hires are undertrained and often not the right fit for the company. Company touts to the employees in a derogatory manner about employee pay and by law provided benefits (i.e. health insurance) being 'worth more' and therefor trying to shrug off potential hourly pay increases. Staff are overworked for salaries that are stagnant. Locations are understaffed, but by company standards, are 'overstaffed'. Company claims to be in line with industry standards for pay, health benefits, and others, but either provides no raise touting industry standard reasoning, or insulting pay increases that do not cover cost of living increases year to year or health insurance premium increases.6