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 empty promises, saying they will let you pass your probation, but then fail to tell you the evaluation criteria and ultimately extend your probation once more. Since the manager is responsible for performance targets, there is a conflict of interest with the financial advisors. They will first assign currency-based performance to you, then after your probation ends, take it back and change it to their own code. However, that client was passed over from another unit and is not actually their client. When I asked during the push to meet targets whether I could call that client, the response was that it was their client and I was not allowed to touch it. The assistant also listens to them. I do not know whether changing the performance attribution to their code is legal, and it was changed to their performance without even obtaining my signature or approval. In short, the situation is very complicated. When other branches distribute resources, they say that the general manager does not agree to distributing the shared client list. When colleagues asked why the central and southern regions were distributing it, they stopped talking. The manager can see the maximum subscription amount of every client on the shared list. As for whether it can be changed to their name, they publicly say it cannot; however, all clients assigned to me can be changed so that the performance is credited to them. There should still be ways to change the code on the shared list. In short, the situation is very complicated.