Pros
The company is trying to reinvent itself to remain relevant in the credit union space. There is a well organized team designing new products and processes and this team is continuously testing with the marketplace to see if they are moving in the right direction. The company is very committed to its marketplace...credit unions.
Cons
All sales staff are still measured on the antiquated system of the Rack and Stack report and merit increases are solely determined based on your placement on the Rack and Stack no matter how successful you were in other initiatives that were not sales based. The Rack and Stack report is often published 90 days behind and annual quota sheets are not delivered to sales staff until end of the first quarter. The employee performance review process begins in November with August's Rack and Stack data based off of a quota sheet that you received in March. The company has placed a great deal of importance on strategic account planning and 3-5 year plans. Most sales staff agrees that the consultative sales approach is the right way to go however the sales staff is still compensated on sales not revenue even though management encourages the sales staff to quit chasing white space. Every Monday, each team has a pipeline call to report out on sales. When a spiff is being offered for a new product that is being taken to market, it is only offered to the Sales Exec and not to the product specialist or to the account consultant. The reason given for this is expense management. Recently the specialists and account consultants were invited to a new product roll out call. The teams were told that the spiff was only being offered to the SE due to budget but by end of the call the SVP was doubling the money for the first contract received. The health insurance is awful! You might as well go without insurance then take the Anthem policy. The insurance covers very little and many employees have begun to complain loudly to management about having to pay for all of their medical care costs. Several employees have filed complaints with the CFPB and their states after they received the cold shoulder from management about the healthcare plan. Their is a strong corporate culture in the various offices but that never translates to the field. The Madison staff has a free onsite health clinic, wellness center that includes a gym, paid time off for community service events and special treats if the company hits certain goals ar wins industry awards. There is no attempt to translate this for the field staff. Managers will tell their sales staff to continuously check email over weekends, vacations and holidays. There may be a work/life balance for home office staff but their is a different expectation for field staff.