Northern Trust - Great but conservative slow paced work environment | Glassdoor
There are newer employer reviews for Northern Trust
There are newer employer reviews for Northern Trust

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Helpful (2)

"Great but conservative slow paced work environment"

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Associate Fund Accountant in Chicago, IL
Current Employee - Associate Fund Accountant in Chicago, IL
Recommends
Approves of CEO

Pros

Great respect toward work life balance, Solid people, Great Chicago institution

Cons

Slow pace, Very conservative, rarely felt challenged to do my best

Advice to Management

While maintaining the Northern Brand as a strong stable institution is paramount, Northern should strive to push employees to go beyond what they feel is the norm. The current environment in FA is one where a good/great job is not necessarily rewarded above a simply average job.

Other Employee Reviews for Northern Trust

  1. "Senior management prides themselves with candor and leadership but middle management is insecure and silo'ed."

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Chicago, IL
    Current Employee - Anonymous Employee in Chicago, IL
    Recommends
    Approves of CEO

    Pros

    Great place for work-life balance seekers where mediocrity is valued. Senior management is full of leaders. If you care about ethics and integrity look nowhere else, it's truly a place where clients are at the center of everything. It's a great global organization with mid-west roots.

    Cons

    Mediocrity is valued and over achievers are viewed negatively especially viewed as a threat by senior employees. Senior managers try hard to break the silos but middle management breeds politics and can't break silos. Discretionary bonus system throughout the company breeds more politics and less meritocracy and less incentive to drive real results.

    Advice to Management

    The real problem lies in trying to educate middle managers to break the silos, look beyond politics, reward junior (young) people, demand managers to develop their talent (one way to measure success is by measuring growth in their top performers' salaries), create forums for senior management where young talent is encouraged to bring forth issues/ideas, implement 360 degree feedback mechanism, demand some kind of management degree (MBA) for middle managers that don't have one, deliver constant message to managers about issues, need for change, and ideas, allocate special budget for domain training and development (technical training). An example to prove above point: senior managers often advocate for diversity and junior employees 'get it' but if the middle manager doesn't see bigger picture and restricts his/her direct report from engaging in those activities, how is it in employees' control to support diversity initiatives. Overall, it's a "well-run organization" where values are at the center of everything. My advice may be based on an isolated situation.


  2. Helpful (3)

    "Ground Hog Day"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Family Business Division in Chicago, IL
    Former Employee - Family Business Division in Chicago, IL
    Doesn't Recommend
    No opinion of CEO

    Pros

    -Low expectations set by management
    -Low risk of job loss (The turnover in the group was so high that by simple attrition, you are left with slow dinosaurs running the biz).
    -Low stress environment

    Cons

    -Low wages and horrendous benefits.
    -Very suspect management (People managing that literally have no idea what is going on within the group)
    -Cheap boss makes the group split the cost of flowers for the funeral of a colleagues family member, instead of taking that out of the group budget. Who does that?

    Advice to Management

    Your low cost strategy is not bad, for back-office. Its like McDonalds, if you put enough Technology in the company, anyone can perform the job with most of the technology doing the work. However, in the business of intellectual capital, it doesn't work that way. The talent always flees from your firm, and when it isn't (during recessions), it is patiently waiting for the moment to scramble. For the few months I was there, I had a chance to beef up my resume and land my consulting job. For that moment you let me catch my breath, I do thank you.

There are newer employer reviews for Northern Trust
There are newer employer reviews for Northern Trust

See Most Recent

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