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 makes grand promises, saying they will let you pass the probationary period, but then does not tell you the evaluation criteria and ultimately extends the probationary period once more. Because the manager is responsible for performance, there is a conflict of interest with the financial consultants. They will first assign currency-based performance to you, then, after the probationary period ends, take it back and change it to their own code. However, the client was referred by another unit and is not even their client. When I asked during a push for performance whether I could call that client, I was told that it was their client and I was not allowed to contact them. The assistant also follows the manager's instructions. I do not know whether changing the performance attribution to their 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. At other branches, when resources are being allocated, the manager says that the general manager does not agree to distribute the shared contact list. When a colleague pointed out that branches in central and southern Taiwan all distribute it, the manager fell silent. The manager can see the maximum subscription amount of every client on the shared contact list. As for whether they can change it to their own attribution, they say openly that they cannot. However, all clients assigned to me can be changed so that the manager claims the performance, so there should still be ways to change the codes for clients on the shared list. In short, there is a lot going on beneath the surface.