Empower reviews

Too many to list: Unrealistic goals Systems are archaic, always something wrong Inferior product offering, embarrassing Bait and switch client meetings; offer complimentary review, then pitch products that don't fit for the client Tons of Cold Calling, was told there wouldn't be any Managers are unqualified vs advisors they hired Lots of promises from management, ZERO delivering; blame advisors for the complete mess the Director and management team built Lots of gaslighting from management making advisors believe they're the problem

- Talent management’s main concern is keeping costs (aka salaries) low rather than hiring the brightest minds and proactively retaining talented employees. Expect annual raises that are below cost of living increases and bonuses between 5-8% for levels below AVP (vs senior leaders who are bonused at 100%+ of base) - Investment in DE&I is surface-level and has much room for improvement (like compensating ERG leaders and building out a dedicated DE&I team) - Promotions are often political rather than performance-based; no clear path to advancement; managers are coached around saying no during salary conversations but not coached around advancing deserving talent. Managers that do try to promote their directs are discouraged from doing so. Many managers feel stuck and/or ineffective and unable to adequately support their teams. Good managers ultimately leave. - Top performers don’t stay, which leaves skills gaps in important functions and impacts morale - High turnover and an attitude of “we’ll just hire someone else” leads to burned out, overworked recruiters who don’t have bandwidth to maintain an empathetic, human-centric recruiting process - Tech stack is behind the curve. We were using Office 2013 in 2019. New hires expecting to use Slack and Zoom will be disappointed. General knowledge of technology among the average employee is poor.