They treat their systemic cultural problems as individual-performance problems. They can't or refuse to see the broken culture so the higher ups (Executive Level) will move management around, change job titles, re-organize branches or departments and write new strategic goals.
Promoting within is something that they like to take pride in, however everything either goes through the recruiter or through word of mouth from management. The recruiter will send the qualified candidates information, but they have no say so as to who they think "should" be chosen. They tend to promote and hire people who are simply not qualified to do the job. Many of their leaders are young and inexperienced with a lack of leadership and management skills. This causes huge problems within teams because employees are taught to respect the manager, but this young and inexperienced manager doesn't know how to communicate effectively to his/her team. Internal promotions do not require a person to be the most "qualified", you just need to be the most "liked".
The HR department likes to stay on top of any pressing concern, but will only address them if they get a number of people expressing the same concern.
FCB is hiring upper management (Rock Stars) from WF, BOA and ST who may be turning this relationship bank into a "widget sales" bank.
