Not a very ideal bank to work for long (in terms of recognition, promotion, increment etc) - Associate Manager Julius Baer Employee Review

1. The HOD is too domineering, taking control of every little thing. Seems like there is no trust in each team manager/leader. For matters that have been discussed and decided within the team with our manager, the HOD will step in and override decisions made and more often, concludes with an ambiguous answer. Making the work process in a more complex way and more time-consuming. 2. HOD does not appreciate the hard work and extra mile effort you put in. HOD takes it that you are just doing what you are supposed to do to complete your work. 3. HR during the exit interview did not stand in a mutual position to listen or advice but instead threw the darts back at you. 4. Colleagues do not talk/communicate with other teams. Often being reminded to be careful of what was discussed, or what topics have to be avoided when the HOD's favorite/buddy, is around. This ended up with people staying away from that person or that team to be safe. It gets mentally tiring working in such an environment. 5. Salary, bonus, and your position title do not justify the work you do. The bank will only ask u to do more to prove yourself. When you do a lot more (out of your job scope), taking up projects, giving training, etc, it ends up giving you a mere peanut increment and the reason being it is not enough. 6. Not really an open platform/skip-level discussion within the bank. Skip-level with the whole team(s) with the higher level management is fine, but it is probably better when it is only held with one team each time. Though it might take up the management quite a bit of time, but to hear the truth, this is probably one way to do it. When there is a mixture of teams, people will not tell the truth (or rather no one dares to). They are not familiar with the other team members, and they are unsure of how confidential the contents of the meeting are, and whether 'anyone' will actually reveal it to the party whom they are going to feedback on. This always results in the skip-level session ending off on a peaceful note (but not really peaceful in each person's mind). This generally means there is nowhere to feedback which defeats the purpose of the skip-level session.