-Not a listening culture that they think they are. We'll have surveys asking us to rate the company for the GPTW survey and if the scores come in low, management will hold meetings asking their analysts to explain their scores. It feels like they are holding everyone captive until they can identify a problem and try to fix it. Just make a new survey for us to explain rather than stating it's an anonymous survey and then asking us to put ourselves. -When given ideas to make the company a better place to work, management just goes of to explain everything they've already done and that the things we are talking about have been brought up when we took the job. If you're going to ask us how to make it a GPTW, actually listen and dont give feedback unless its for clarification. -Mandatory OT and Weekends in Tax Season. This is also a part of my second bullet. Many analyst have brought up if the company can somehow manage to get rid of mandatory OT, it'd probably rank higher, but managers don't care about that. They care about being right and bringing up the fact that they "let us know beforehand how tax season is gonna go". It doesn't matter if you let us know, it still sucks. -Management is just plain out of touch. When asking for our ideas to make it a GPTW, they tell us we should come to the meeting with a full plan of action to enable our ideas when there is far too little time during the workday to get that accomplished. The reason for the meetings is to give management the ideas to implement and execute. If you want them to do all that, then leave the company and make them the managers. -Cant speak for all the analysts, but the bonus structure is set up in a way where people can manipulate their workload in order to earn a higher bonus at the expense of work quality and customer service. It's a "team" effort, but there are people who are doing significantly higher quality of work while also cleaning up the sloppiness of other analysts. When brought up how to be more efficient in meetings, team members will say that they will start being more efficient, but an hour after the meeting, they are back to the same crap quality of work. Something that I have noted seeing pretty much after every meeting. -No room for growth. Most people have been in their role 10+ years. -Regarding "the dealers are our customers", At best they are business partners helping us. Make money while we help them make money. Our "customers" are the people we are approving credit for. Dealers far too often call in to just yell and scream at us over funding speed. They don't understand the workload we deal with and nothing is ever done about it. When I was trying to provide some dealer education, you know one of the pride values of the company, but was told to just stop because the dealers didn't want to listen to that. They signed up for our program and have no intentions of actually learning how it all works, just "Where is my money" and it's pathetic how little is done about it.