-'Stepford Wives'/Gaslighting culture -- a lot of glaring issues and controversial topics are swept under the rug, and constructive criticism is rarely taken well. It's also worth noting that many of these glowing Glassdoor reviews were posted by HR to boost the company's rating
-Employee engagement declining rapidly -- turnover has been very high in the last few years. the most recent company survey indicated that less than half the associates are happy or willing to stay long-term. Also, because of the job security referenced in the 'Pros', ineffective employees are rarely fired... meaning that associates who are lower in the ranks often end up picking up the slack and never get fairly compensated/promoted for it
-Lack of diversity -- most people who work here are from privileged areas of Southern California and were essentially bred for asset management. If you don't share that background or did not attend an ivy-league school, it can be tough to grow here. Politicking seems to be the only way to get ahead
-Mixed messaging -- they hire the best and brightest, asking for innovation and disruption so they can get with the times, but freak out when you actually suggest changes. If you actually give genuine feedback when they ask for it, there's a good chance you'll be blacklisted as a pessimist or 'not a team player'
-Stale management -- it seems like many managers were placed in those roles because the CG leaders didn't know how else to reward them. A lot of them lack management/people skills and destroy team morale; contributing to the engagement issue mentioned earlier
-Lack of development opportunities -- their educational reimbursement program does not cover much, and spending time on Lynda or reading industry publications is generally a faux-pas since there's always so much work to be done
-Over-dependence on contractors and consultants -- the back-office operations are so labor-intensive that it's almost impossible to take on new business without hiring more people... but rather than developing full-timers or involving them in solution-planning, management chooses to hire temporary help instead. This leads to frequent half-finished projects led by consultants, a revolving door of contractors who need extensive training, and ultimately huge wastes of Capital's money
