Workplace reviews and discussion: 第一金證券投資信託股份有限公司

The company has no precedent of firing people.

Bonuses and performance targets are among the lowest. The manager will make grand promises, saying they will let you pass your probation, but then they do not tell you the evaluation criteria and ultimately extend the probation period once. Because the manager is responsible for the performance results, there is a conflict of interest with the financial advisors. They will first assign currency-product performance to you, then after the probation period ends, take it back and change it to their own code. However, the client was referred by another department and is not their client. When pressured to meet performance targets, if you ask whether you can call that client, the response is that the client is theirs and no one is allowed to contact them. The assistant also follows the manager's instructions. I do not know whether changing the performance attribution to the manager's code is legal, and it was changed into their performance without my stamp or approval. In short, there is a lot going on beneath the surface. When other branches distribute resources, the manager says that the general manager did not approve distributing the shared list. When colleagues ask why the central and southern regions are distributing it, the manager falls silent. The manager can see the maximum subscription amount for every client on the shared list. As for whether the clients can be changed to the manager's code, they say openly that it is not allowed; however, any clients assigned to me can be changed so that the manager receives credit for the performance. There should also be ways to change the shared-list clients to the manager's code. In short, there is a lot going on beneath the surface.