Capital One reviews

VALUES - Their values of "Excellence" &"Do the Right Thing" do not apply to their employees. Capital One used to be a Great Place to Work - voted the Best Place to Work several years running - this is definitely no longer the case. MANAGEMENT - The management overload their employees with ridiculous amount of work and deadlines, yet they seem to leave on time every night without a care. Managers are often inexperienced and of short tenure and consequently give employees unrealistic time-frames as they have little understanding of the tasks they are asking employees to do. Incompetent managers never seem to be brought to task, they just blame their team. Questionable morals also appear to go unchallenged BONUS - Employees used to receive a good annual bonus which was a great incentive to work really hard to the best of your ability as you were rewarded for your efforts. Management made the decision to take this away from the lower grades yet kept an annual bonus for their own grades. This was counter productive as why should you consistently go the extra mile for very little reward. It also doesn't make employees feel valued as it made a split between management and lower levels which didn't seem to be there as much before. CULTURE - The culture is political and toxic, its very much if your manager likes you then you will do well but if they don't you will have limited chance of progression. PERFORMANCE REVIEW STRUCTURE - This is brutal. Your pay rise is based on you being ranked against your peers even if you do a totally different role. This encourages a toxic and political environment which encourages the wrong behaviours and a blame culture as people climb over each other to improve their rating . It does not encourage collaboration. Good old fashioned hard work and being good at the job you are employed to do is not rewarded, your performance rating is based on the things that you do over and above your core role. If you are not given the opportunities by your manager to get involved in other things in the first place, you will never do well on the performance curve. Employees who do well are the outspoken type who make themselves heard, it's irrelevant if what they are saying makes no sense at all. The more introverted types with standards might not fair so well here

I have never seen a company with a less inspiring set of leaders who think they are communicating a compelling vision, but in fact create confusion. All from the “strategy analyst” background, this leadership team do not appreciate diversity of thought or strategic minds. There is a clear culture of nepotism. Strange inside cliques have formed in various teams and at various levels creating toxic and damaging environment for anyone outside of these groups. The antiquated ways of thinking and doing things will damage your career if you ever want to leave capital one. Micromanagement in the preferred style of leadership. Performance management cripples the organisation and many teams with leaders with low integrity will stretch truths or outright lie to inflate their teams’ performance at the expense of genuine high performers. HR push bell curve for bonus which is fine, but they now also use that to implement PIPs and exit plans which is ethically questionable. When you share honest feedback on associate surveys you are reminded it makes everyone look bad. Worst of all, for an organisation that serves a highly vulnerable audience, barely even lip service is paid to caring for customers. All in all, avoid at all costs.