J.P. Morgan reviews

Management - There are a lot of higher ups here that were given people management responsibilities but do not have the capabilities of doing so. They rely on politics to be known and climb up the ladder. Think twice, coz these types of managers can cost your career in the long run, that is if you even have a career or just a source of living. Management - Again, they employ policies that aren't necessarily because it will benefit your work, but they are just control freaks. Talk about micromanaging, yes, some have time to monitor every move you make as if its their main job. Management - How do they micromanage you? By treating you poorly like silent treatment, raising their voices just to slap you of their title, or even yell at you. That's the truth. It's as if the salary you get comes from their own pocket. Poor leaders. No career advancement / development can be attained here. You are so lucky if you are able to join a team that's lead by competent leaders. But if its otherwise? They will just get someone from the outside rather than invest on you or try to develop you because, of course, it is easier to hire than to develop. 360 feedback is just a process. But not taken seriously. HR won't even bother ask why you left. Not enough to no employee welfare whatsoever.

No work life balance , too much of work load and not paid as per industry standard. shld forget about family and other side of life.No work from home option. Strictly no ..... No Job security - Teams are formed on short team -max 2 yrs , on completion of project , teams will be dismantled . jobs for members in a project is a big question mark next. members will be sent out with one month pay to search jobs outside. every year jpmc recruits 90k people on board , being 200 yrs old company emp count across globe is 2 lac till now. so calculating resource cut every year with common sense is easy. unwanted management layers , unwanted managers : Multiple layers of management for even silly things, a person - employee should satisfy offshore and functional managers. also top level management for which they have many people wasting company money and resources. for a small team there are ED , multiple VPs . Instead they can take out EDs who consumes 4 times of tech architects or VPs. Give authority to immediate managers to evuluate emp . Dual reporting makes more complicated in performance management. An employee should prove their work to all management teams - functional and offshore India . just to show case industry standard , jpmc follow agile in GTI , which never brought any change in last 2 yrs.management team enjoys their own sweet time in planning and to survive in the name of strategy meetings. No technology upgrade : management takes very long time in deciding technology changes. opportunities are given only to onshore team in US and UK. India team is only a back office data entry team , to dump unwanted non tech jobs.the front end core teams who manages tech decision and implementation are onshore team. Offshore managers and ED s are slaves to accept all instructions from onshore and use Indians as a scape goat for their survival. ED in technology group knows on how to survive in this bank by using employees career life(firing them) in india as a scape goat. By this technique they save their own jobs every year. Instead of doing this betrayal work for foreign people they can do some other illegal business alone or with their family members to survive and earn money.