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 employees.

Bonuses and performance targets are among the lowest. The manager makes 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. Since the manager is responsible for performance, there is a conflict of interest with the financial consultants. They will first assign monetary-product sales performance to you, then after the probationary period ends, take it back and change it to their own code. However, the client was passed over from another unit and is not 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 credited performance to the manager’s code is legal, and it was changed into the manager’s performance without my approval or stamp. In short, there is a lot going on beneath the surface. When other branches redistribute resources, the manager says that the general manager did not approve distributing the shared client list. When a colleague pointed out that the central and southern regions were all distributing theirs, the manager fell silent. The manager can see the maximum subscription amount for every client on the shared list. As for whether it can be changed to the manager’s account, they say openly that it cannot. However, any clients assigned to me can be changed so that the manager receives credit for the performance, so there should still be ways to change the codes on the shared list. In short, there is a lot going on beneath the surface.