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Commercial Customer Service Representative
What’s the best way to have a lack of compensation and incentive conversation in your department? I went above and beyond for years doing extra work, organizations etc and nothing has been reflected in pay. I thought my 5 year was going to finally show something but it did not. I’ve inquired about pay but it’s gotten nowhere.
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Top Review Highlights by Sentiment
Excerpts from user reviews, not authored by Glassdoor
- "I believe we as a bank can work on better communication, and working as a team." (in 7 reviews)
- "No recognition for hard fought accomplishments." (in 5 reviews)
- "High turnover in lending causes disruptions in work flow." (in 3 reviews)
- "Every department is riddled with horrible managers who have either been there for 20 years or who have been hired by a horrible Manager that's been there for 20 years." (in 1 reviews)
Ratings by Demographics
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Found 3 of over 180 reviews
Updated Aug 21, 2023
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Reviews about "employee morale"Return to all Reviews
- 1.0Nov 9, 2017Senior Vice President LendingCurrent Employee, more than 1 yearDenver, CO
*Healthcare and benefits are comparable to the market and that of other employers.
*miserable culture * bank has NO identity *very low employee morale *no emphasis on forging relationships in the marketplace *extremely inexperienced credit managers with very little credit experience * extremely small deal box (i.e. large turn over in commercial lenders) *no recognition from management at any level *long work days with a military like approach to a minimum required 40 hour work week8
- 3.0Oct 31, 2018AnonymousCurrent Employee, more than 5 yearsKansas City, MO
-There are many good and talented people here. -My department is pretty flexible with work/life balance. The bank's formal position is one that supports this. -Non-compensation benefits generally align with the industry. -Haven't personally experienced micromanaging. -If you thrive in a constantly changing work environment and organizational structure, you would be comfortable here. -A good deal of time and money has been spent to enhance the various bank software systems and computer programs.
-Too frequently the bank fails to live up to its own tagline 'Where common sense lives'.* -While the employees are truly the bank's greatest asset, the bank's top priorities will always remain the shareholders, the bank executives, then clients.* -The bank only demonstrates Meritocracy, one of its 4 core values, within select circles.* -Many critical departments frequently run too lean with staffing, largely in the name of expense management.* This hinders the customer experience, which is quite obvious to those involved in the day to day operations. Aside from demonstrating expense management capability to the shareholders, poor employee morale is another result of this management decision. -Communication is often poor and/or too sparse. -Turnover seems excessive here, although common within the industry. -The bank requested employees complete these reviews (hence the glut of October 2018 reviews), which says many things in and of itself.3