Run away - Market Leader BB&T Employee Review

Zero work life balance if you want to look good. Push for sales and make the partners work against each other. Hiring new people in at more than what they pay existing employees and existing employees will never get to those income levels at the tiny raises you get annually. Renew those lines of credit for business but they don't count to goals so sell sell sell to hit numbers. Spend all your time on this mandatory or you get yelled at conference call or webex or in person meeting yet run your team, meet with businesses, and hit your numbers. Do the job of fifty people because some scheduling system says you aren't that busy. Mystery shops have to be perfect yet the shoppers outright lie and the company takes their word over provable notes to show otherwise. Changing goals every month or don't tell you what you have to sell to keep your job until the new year is well under way and then change them again in a few months anyhow and then again after that. Technology is so far behind. Days to process mobile deposits. Still batch scanning teller work instead of live scanning it. Segmentation and lending limit changes up then down then back up again but you've already handed over a bulk of those higher accounts because your limits dropped sorry too late go create new opportunities that other banks selling all the same stuff already are hitting them up for at much lower rates or fees. Oh the fees for everything. Logs oh the logs. Don't forget to log it. Which log the paper logs a plenty. The account service logs for contacts. The check in sheets for logs. Log log log log log log log. Spend more time logging than you do anything else. If systems were more intuitive or not old DOS blue screens half the logs could auto generate and would not be necessary. Log it initial here, sign there, did you email this person to tell them you logged it? Micro manage you out the wazoo. Have the SSL covering so many branches that they can't even meet with and spend time coaching Market Leaders once a month because they have more direct reports than there are business days in the month. So that means the people who talk a good game can just talk talk talk but not do do do as long as they have a good producing location they have to do zero work. No upward mobility. They eliminate positions left and right so no confidence in stability or job security even if you do a good job and are a top producer. Annual vs. Quarterly or monthly incentives like most other banks. Cheap out and tell the branches not to even order lollipops for the kids or dog bones for the pups. Set timers on our lights and heat controls to be corporate managed that they can't trust us to have our own heat set for our own comforts or to turn off a light like we are two year olds. It's a game of how much can people take before they break but we'll talk a good game of culture and expect our employees to live it but what we throw at our employees we as a company don't drink our own mandated koolaid. Pretty sure they named their position Cluster Market Leader because it is a Cluster but different second word. Same salary to run two, three, four, or even FIVE branches with all different goals and just one you. Sure get a team lead that is a glorified platform and that's all the help you need right? You can hit all those goals and coach everyone and be everywhere right? Oh you can't, oh well, figure it out because you're really not branch managers but business relationship managers so that day to day of the branch you can forget time to do it and focus all on business sales sales sales. You still have to get that day to day stuff done but don't dare do it on their business calling time you'll have to figure that out on your own time.