Fifth Third reviews

Upper and Middle management still need to be further developed. Spending on leadership development is light and that creates situations were the wrong people are in the wrong jobs. The result of which is that in soem areas your hard work goes unnoticed or there are less opportunities.

There is a revolving door for employees, as the new hires become increasing frustrated to try to navigate between managers competing for power, lack of communications, and inconsistant decision making. Working within, the goals and mission were in constant flux, and reorganizations of the working model seemed to occur around every 5 or 6 months. This placed employees in the position of having to meet with clients regularly to explain why there were new employee departures, and how their services would change once again. Employee morale was very poor, and there was an overall lack of confidence in the managers (both regional and national). For example, the large losses incurred within the organization by investment of corporate funds into the Falcon Fund is one example of how managers are burning away their credibility with the employees. I could never go anywhere within western Michigan and get a favorable reaction when I told individuals in the public where I worked.