M Financial Group reviews about "office"

Leadership appears to equate visibility with productivity. Employees are closely monitored, and minor deviations from expected routines can receive disproportionate attention. The culture often feels less focused on results and more focused on ensuring people are visibly performing work at all times. Note: the lowest pay in the industry. There is a noticeable gap between stated values and day-to-day management practices. Professional adults are treated as though they require constant oversight, which creates an atmosphere of distrust. Rather than empowering employees to succeed, management frequently defaults to control, criticism, and second-guessing. Training and development expectations are often unrealistic. Employees are expected to rapidly absorb complex material while simultaneously maintaining full workloads and navigating shifting expectations. Success is expected, but meaningful support is inconsistent. The organization would benefit from spending less time monitoring employees and more time addressing strategic priorities, process improvements, and retention concerns. Talented people do not leave because the work is difficult; they leave because they are exhausted by unnecessary management friction.

There seems to be turnover in leadership within a year consistently

In office 4 days a week, dated office setup

disconnect between levels of management. Siloed departments, Constant turnover and realignment to strategic goals. continued incline of days in office work.

Internal communications could be more streamlined and centralized; the majority of communications target the field and associates could benefit on less formal internal communications of what’s occurring within business units.

M is experiencing exponential growth and has recently opened a stunning new office in Dallas, TX. With growth comes the challenge of navigating growing pains and determining the best strategies for each location. Embracing a growth mindset often involves taking risks, putting in significant effort, and occasionally shifting direction. While this fosters innovation, it can be a source of stress for team members and cause professional burnout.

Low salary for experience, bonus is fine but only gets you to low+. Executives were deaf or willfully ignorant to clear communications coming from experienced people on their teams. Constant turnover of good people. Discombobulated systems and record retention. Compliance letting out heavy sighs while executives moved forward on gambits or advisor-led decisions. My few interactions with execs made me feel like I wasn't even standing there. Several other good people left since I did, leaving them in even worse shape for business continuity and growth.

-The company is hyper focused on the phrase feedback is a gift. This is only true if the feedback to senior leadership is positive. This behavior is silencing employees feedback out of fear of retaliation from senior leadership. -Out of touch Return to Office Plan despite counter feedback from employees in Dallas and Portland. Again, feedback is only a gift if it is what they want to hear. -The company consolidated the Portland office, which left no open desks or offices in Portland. The leadership continues to say they are not leaving Portland. It seems disingenuous. -In a constant state of reorgs due to turnover. -Despite a pay for performance structure, leadership is unwilling to provide fair pay increases for performance, promotions or role changes. Pay continuously falls behind market with a 3% blanket increase yearly and lackluster raises for internal promotion. -Many senior leaders should be investigated for unprofessional behavior. -Alcohol centric events with certain chief officers drinking to excess at events or the bar at the Dallas office. -60-mile commute radius in Dallas is unrealistic with the traffic patterns in the Dallas area. Many employees are spending 2+ hours to commute. -Retraction of ability to work from home if you are mildly sick or have sick kids. Must use PTO. -The main goal of this company is to grow, except leadership is resistant to backfilling vacant positions or hiring new positions to meet the demand of clients. It takes months for approval, which leads to strain and discontent amongst current employees.

They've been taking more from the lower level employees to give more and more to the upper levels. If you're coming in at a higher position you'll probably enjoy it, if you're coming in at a lower level, proceed with caution. Many are often asked to do more while receiving less.