UBS reviews

- Zero opportunity for promotion, its hard finding anyone that was promoted without leaving first and coming back, which is apparently the working formula to get a raise - Performance reviews are 1 - 5 stars, but they will never give you more 3 even if you have worked like a slave and reached all the objectives set out for you in your performance meeting at beginning of the year, just look at the UBS ticker on NYSE and you can see why nobody is getting promoted or a decent raise, not rocket science, just poor business management hidden under the guise of you not performing - They wont fire anyone who is a perm UBS employee. Yes thats right, loooot of dead weight sitting around, one older guy who is clearly hammered at work quite often working out of Weehawken office, going home at 2pm, just riding out the train until he retires. Another guy that was taking sick days 3 or 4 times a month because they dont track them - Management is constantly doing re-orgs, which is laughable comedy amongst the grunt workers in Nashville office, they send out a new email nearly every other week tooting their horns of who is in what new position, its like musical chairs every month, they have not a damn clue wtf they are doing - Technology at UBS is the most antiquated, unorganized, paper / approval heavy monster I have ever seen, people have left for this alone - Very PC, everything so politically correct, people afraid to crack jokes and mess around, feels like your in the boy scouts or a church youth group, utterly strange from a culture perspective - You pay for your own parking at the office, they make the contractors take a shuttle from Nissan Stadium, which is sad and creates a culture of segregation

- Culture of fear: Regular reminders from management to the team that they need to make sure they are seen as high-performers otherwise everyone will lose their job. - Poor benefits: Health benefits have high-premiums with high deductibles. - Low meritocracy: It does not make much of a difference if you perform great, average or poorly. The pool for bonuses and salary increases in the team is so small that as a great performer you get little more than low performers. - Low energy and motivation: Most people don't seem to have the motivation or skills to perform. - Extreme bureaucracy: It matters more if you write "good" objectives than if you deliver them. - Pretending everything is good: Many teams congratulate themselves quarter after quarter about almost being done with the same objectives (Q1 objectives become Q2, Q2 become Q3, ...) - Back-stabbing: Seen multiple colleagues going to our manager's manager to complain about said manager performance without talking directly to the person.