Evaluación de empleados

  1. 5.0
    Practicante actual, menos de 1 año

    Low starting pay but many opportunities to advance

    Jun 16, 2021 - Analyst Intern en Chicago, IL
    Recomendar
    Aprobación del CEO
    Perspectiva de la empresa

    Ventajas

    -started at Chicago minimum wage but given 50% raise in first few months -given opportunity to start own project, role has changed -tightknit team, good work environment

    Desventajas

    -lower starting wage than similar companies

    Sé el primero en mencionar que esta evaluación es útil
  1. 5.0
    Anterior practicante, menos de 1 año

    Great Atmosphere

    Apr 21, 2021 - Practicante anónimo en Birmingham, MI
    Recomendar
    Aprobación del CEO
    Perspectiva de la empresa

    Ventajas

    Team was super friendly, ready to help and answer any questions I had

    Desventajas

    None that can come to mind

    Sé el primero en mencionar que esta evaluación es útil
  2. 3.0
    Empleado actual, más de 1 año

    Traditional/ Conservative Culture - Type 4

    Jun 17, 2021 - Wealth Advisor Associate en Palo Alto, CA
    Recomendar
    Aprobación del CEO
    Perspectiva de la empresa

    Ventajas

    Great pay and flexible time off, unless you become an FA. Salaried Positions are nice if you want security.

    Desventajas

    Working remote through pandemic for over a a year and a half, now executive leaders want to force employees back to the office. On branch level management is some what flexible but the ceo is driving a dictatorial and conservative agenda on employee work attitude, it’s pretty controlling. We’re all adults here, I thought we were a more progressive firm but it’s still traditional. On branch level management aren’t always on the same page when job responsibilities change, in my opinion there’s too many “ladders” and levels of direction that dilutes completely from top to bottom line. National managers sets goals for regional leadership, then regional sets goals for complexes, then complexes set goals for branches, then branches set goals for employees... its just messy and in WAA role they change it up dramatically on the national level without understanding what the role actually does day to day, just to meet numbers. They basically narrowed the scope of what our month performance is graded on, then sunset the role which increased our bandwidth, but during the performance review (which management just bs) didn’t want to even entertain the conversation of compensation increase. I was the top performing employee in my role, after the role changes this year I remained number one and my peers didn’t hit their numbers and management still didn’t want to consider the adoption and staying on top when I brought up compensation, just a pat on the back, and sold me the dream of how my achievements will bring me future success years down the line..

    6 personas consideraron que esta evaluación es útil

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