Equitable reviews about "training"

bad training and there is not much help to grow

As is the case with many companies, too many managers of people are not monitored for performance. Managers of people must be held accountable for the success of their teams. Training and monitoring their performance, and reviews from their subordinates should be reflected in their pay and/or bonuses.

- Absolutely zero room for career growth. -Directors are unable to articulate to their direct subordinates what one can do to earn a better than “average” rating, beyond just saying “You need to do something that saves the company time or money.” Yeah, great idea Bob, I’ll get right on that after I finish filing out *another* DLP report involving our advisors who should know better, yet no one seems to actually discipline. -No training for managers. The board, its directors, and those who set the budget, seem to be stuck in the old mindset of “IT is a cost center.” This means that company payed, high-value worthwhile training is few and far between if you work in the SOC or the greater security team. -Forced in office time for arbitrary reasons, when even the leaders who made and enforce the rules don’t adhere to it. Tell me again bob why I should sit in the SOC, when literally the rest of my team are are fully remote?

Long hours. Lot of training to complete while trying to build a book of business.

Base salary is low. Bigger commissions for selling Equitable products and other insurance products. You can get bogged down by performing service work for current Equitable clients. Training is limited more geared toward sales and product information.

Low pay, old systems, no real career growth in service center

Company is struggling to find its identity. Middle management is hit or miss. Too many programs on the back end.