Capital One Senior Associate reviews

limited promotional opportunities due to a large number of long-timers; sense of tenure when it comes to performance managment wherein those with longer tenure and steady performance have a tendency to rate better at end of year

Competitive culture, and in some cases fragile egos. Depending on job level, performance bonuses may comprise a good portion of the employees total yearly compensation. Some (but certainly not all) departments measure individual performance in such a way as to create resistance to any change in the status quo. In these scenarios, employees become more obsessed with protecting their compensation rather than advancing the business. These types will do anything to avoid being associated with weaknesses in the business, which prevents weaknesses from being improved. Compensation follows preset distributions, so performance ratings and promotions may or may not be reflective of an individual’s actual contributions depending upon how many people the department has.