Capital One Senior Associate reviews

Competitive culture, and in some cases fragile egos. Depending on job level, performance bonuses may comprise a good portion of the employees total yearly compensation. Some (but certainly not all) departments measure individual performance in such a way as to create resistance to any change in the status quo. In these scenarios, employees become more obsessed with protecting their compensation rather than advancing the business. These types will do anything to avoid being associated with weaknesses in the business, which prevents weaknesses from being improved. Compensation follows preset distributions, so performance ratings and promotions may or may not be reflective of an individual’s actual contributions depending upon how many people the department has.

The performance management is broken. You are rated from 1-5 1 being highest. The first year into the job you will be rated 4-5 even if you are good, If you are spectacular the maximum you get is 3. Next year you can be 3 even if you perform below par. And, f you get promoted the maximum rating you will gt is 3-4 and which is mostly 4 even if you are a high performer. And this is important as you bonus is a component of your rating, and bonus is a big part of your salary.