Pros
Hardly any. Jeans on Fridays. Good amount of vacation/sick time. 401k matching dollar for dollar. Birthday gifts. Profit sharing bonus.
Cons
Let's start with work/life balance: - In your job interview, they tell you only the last Saturday is required to work....but EVERY SINGLE SATURDAY is threatened to work if delinquency targets are not met. You'll never know about the Saturday work until 530pm on Friday. - Late nights until 7pm every Tuesday & mandatory early morning Thursday meetings. - Even though the hours of operations say 530pm is when you leave, it almost never happens. Your manager will threaten if you aren't through delinquency lists or not enough loans are closed to stay late. - The overtime that you will get WILL be limited and cut back. You will have to compensate overtime by coming in LATE, never by getting to go home early. - When I started employment, I had my mortgage loan closing scheduled for the last day of July.....the district manager told me to call my mortgage lender to reschedule my loan closing..... - I'm getting married in November, which is Customer Appreciation Days (our biggest push of the year). In order to get just 5 days off in that month, it had to be approved by the district manager. I am unable to take a honeymoon after my wedding because of this...meanwhile other employees in my office received 2 FULL WEEKS OFF in other months without question or push back. Next is compensation: - Pay is worthless. You are asked to do more than you are compensated for & management counters your arguments with "bonus & commission" comments. The bonus structure is flawed because your full bonus is cut my 50% if delinquency standards are not met. Which in the 3 years I've been employed has never ever happened. I've never received a full bonus. - Until this year, you were able to earn commissions on EVERY non-credit insurance policy you sold. Now, you have a MINIMUM $15k threshold that must be met before they pay you on your commissions BUT....management doesn't have that same threshold. Your manager & upper management gets paid on YOUR INSURANCE SALES but you don't. - If you miss one month's goal, you might as well kiss your chance at a raise and promotion good bye. They will ask you to go to other branches to help out, train new employees, and various other tasks that will deter you from meeting your goals but will not take that into consideration. - I was sent to Lawton for 3 months to train employees. Sent to Bartlesville for 2 months to help fill in for a sick manager and when it came time for my review, I was told you need to improve my numbers. When standing up for myself and saying that I've done what you asked of me and still hit my numbers an adequate amount of times, I was told then maybe you shouldn't have travelled..... - You can only make up 2 hours of sick time per week, so heaven forbid something drastic happen to you. Don't plan on being able to save your sick time. Let's move to potential of growth: - I was transferred to Edmond to train a new manager that was hired off the street for 5 months, then transferred to OKC to be interim-manager for 4 months while their manager was on maternity leave, and was sent to Lawton for 3 months to train a 4 month old employee, who eventually got the manager position there. When I asked upper management why I haven't been promoted, I was told "i wasn't quite ready yet...". How can you be ready to TRAIN NEW MANAGERS, FILL IN FOR MANAGERS, and TRAIN NEW EMPLOYEES THAT BECOME MANAGER, but not ready to be one yourself?! - The raise I received for 2017 was $370 ANNUAL RAISE. This is the year we've worked the most hours, been asked to do the most, and I was slapped in the face with a $0.15 cent raise.... Those are just three of the most important categories that I care to speak about.
