Disappointed in the firm. Not only was I reimagined , received a demotion and changed from salary to hourly, but that put me into a category where my merit raise is about 1% and bonuses are half of what I used to get . Not to mention the force back to office 4 days a week, tracking your location when you open up documents. Since when did this turn into highschool?
Why is this happening? I have been at the firm a long time. Nothing like this has ever happened. So much for work life balance
33 replies (most recent on top)
@7y5 true story. It's rich vs. poor. The oligarchy part is right. Oligarchies are generally far right, though, so there's that.
@7rw If you've been put on a PIP, that means they are simply documenting a reason before terminating you. Start looking NOW.
@7w8 what? RTO round one happened under biden. 2023 was when penny said, "sc--w you! Back to the office now!" and we were told to train our indian replacements in ops. Both parties su-k and hate us.
@7rw , I wished I'd also taken the VSP. I'd be gone by now. The job market is really tough.
@7w8 Amen. These id--ts need to be taxed and then taxed some more and then maybe they'd change their tune. They also need to fine or tax companies for moving work offshore for sure. The only way to change behaviors is to hit them in the pocketbook woth better policies.
Just stopping by to remind you that every time you vote Republican, you vote to enable these rich a--holes.
Quit voting against your own self interests and vote blue.
A vote for anyone in the GOP is a vote for our ELT and the consultants that enable them.
This is no longer a red/blue issue, folks. We are in class warfare and are becoming an oligarchy in real time. It's not communism, it's far right fascism a la Putin and his cronies taking over this country. Penny and company are part of the oligarchy. Vote their trickle down economics clown enablers out of office.
@e9 19 years here. Was ISP’d and freaked out and thought the only option was to find a job internally, which I did. Only to be met with an NI review rating due to absolutely asinine work requests, only 31 work days into the role. Then put on a PIP less than 60 days into the new role and accused of “idle” time being too much, followed by then being accused of using a “mouse jiggle” thing. So either I was underproducing and essentially committing time card fraud and then when I freaked out and called my ISP to help resolve, then I was accused of being active too much. It’s absolutely gutting me. I wish I would’ve taken the ISP and ran. Now I have the biggest bi--h of a boss who lacks any empathy and an associate from AR who knows no bounds and has driven me to bawling my eyes out twice in three days and then I’m expected to go on about my workday and be productive. It’s clear to me this firm has no morals anymore. We’re nothing but a number. They’ll throw wild accusations about their ability to see computer activity, but if you ask for access to that report so you can possibly rebuttal, they’ll tell you that you’re not privy to your supposed activity report. It’s insanity. Morale is in the trenches of he-l. And they don’t care. Every leader is clearly just trying to earn their seat in Penny’s Secret Garden and be damned the rest of us who have dedicated decades of our lives to make this firm what it is.
@dm. Let's compare those accolades to 2015, shall we?
Fortune 100 Best Companies to Work For - #6
Best Workplaces in Financial Services and Insurance - #6
Best Workplaces for Women - 31
People Companies that Care - earliest I could find was 2018 - #5
womp womp
Remember when people kept asking for salary range updates and leadership ignored it meeting after meeting? Then they finally said they would re evaluate pay grades, explaining they wanted to take a top down approach and start at level 13. After that, there was no further communication at all. Not long afterward, layoffs began. I have never seen an organization handle compensation and communication this poorly.
@eg isn't it funny how that works? I joke with people that Im going to quit this place and re apply to my same job so I can get a large bump in pay. I love how midpoint (half way in the pay grade) is treated as the cap. Once you hit it, you are marked as someone who gets nothing more than 2.5%, but are expected to do 2x the amount of work. Make it make sense.
@e9 Im just glad that I got a generous 4% merit increase, then a surprise second increase a few months later called "bump to minimum", its so great this isnt even the first time i got one of these surprise increases.
I am actively bothered by the amount of time i have spent below the minimum for the paygrade at Jones all for the privilege of having been "promoted so fast". Every time the leaders say they will fast track me to the midpoint and it never happens and external people are getting hired in at 20k/yr more than i do after a decade here.
@e9 I'm in a similar boat as you. I always assumed the poor pay and raises were offsets to the gains I had by being HBA. I never really complained because I figured we didn't do offshoring, layoffs, and typically were treated okay by higher up. It was more of a team mindset VS now where it is like a civil war in the ops divsion. An "us vs them" toxic mindset. Service division peeps are also getting in on this new "culture" penny and ELT have created. They know job market is awful right now so they are putting the sc--ws to us and getting enjoyment from it.
@OP 20 years with the firm and HBA since 2012, but suddenly HBA is an issue. It's clear they want us gone. The yearly merit increases are an embarrassment and barely cover the cost of health insurance increases each year. And shame on me for thinking being in a level 10 bonus would be a bump from last trimester. That extra $100 and 2% raise sure is something to be excited about 🙄 It's probably fair to say that most of us long timers have done everything we've been asked to do, above and beyond. We've followed every plan, every change, believed in every promise. They have completely failed us. We all deserve better!
@ae Think what clients would say if they knew they were paying high fees for account management in India and people having access to all of their personal info?!
@bs has to be by mid summer at the latest. When school start I cannot balance the 45 min to 1 hour commute 4 days a week with my wife's commute schedule. Ive been HBA for over 12 years so the RTO will sc--w up everything on my end logistically. It will be a paycut for me, and the higher ups think it's funny. Not kidding, the higher ups in that december meeting were laughing at how mad all our people were on our teams. The TLs are all sitting there asking themselves "is this really happening??"
@cv why would I stay with a company that has made perfectly clear that they hate us and want us to quit? They hate the fact that we put our family above this stupid clown world culture, they hate the fact that we ask questions and don't drink their kool aid anymore. They are awful people running this train wreck who value cheap sub par indian labor VS onshore workers who actually know what we are doing. Training my indian replacement was definitely a joyful opportunity to get outside my comfort zone. But hey, at least the money made off that allowed penny to buy another ugly a-s suit to match her cheesy AF sneakers made in a sweatshop.
@dm ge-z, found the bootlicker with ready to go talking points using skewed data. SMH, those surveys are cherry picked branches with high revenue. So of course they are happy, for now. Home office survey would show an absolute train wreck. The morale is 10x lower now than it was during post 08 crash. Face it, the yes men and kool aid drinkers like you have completely destroyed a decent company all in exchange for a few extra shekels on chubaks excel sheet. Good job
@dm Yeah... but those surveys and the ranking is disproportionately impacted and skewed by the 40,000 field employees vs. 9,000 in Home Office. Do a Home Office only one, which is a completely different employment experience than the field, and we would not break the Top 100.
Nice try, Suzan.
Key accolades for Edward Jones include:
• 2025 Fortune 100 Best Companies to Work For®: Ranked #24, highlighting a supportive, purpose-driven culture, as shown on the Edward Jones website and in Facebook
posts.
• Best Workplaces in Financial Services & Insurance (2025): Ranked #7, with 90% of associates considering it a great place to work, according to reports from Edward Jones and PR Newswire.
• Best Workplaces for Women (2025): Ranked #46 on the list for Large Companies.
• PEOPLE® Companies that Care (2025):
Ranked #18, reflecting their commitment to employee well-being.
med Edward Jones +6
The firm's accolades are based on confidential employee surveys measuring trust, camaraderie, and fairness.
@cv agreed. I occasionally look and apply but don’t hear anything back. Best to keep the role you have and look but would recommend leaving until after a bonus and a job lined up.
@cv Unfortunately, unused sick time doesn’t pay out upon leaving the firm. Only unused PTO.
@at, you can submit your resume, but it's a tough job market out there. I'm 100% sure you have a lot of vacation, sick pay and possibly an LP.
YOU won't find work that will offer what EJ has. I believe you'd be better off to just stay......
@at why by June vs end of June after bonus?
It feels like the firm got bought by a private equity firm. Very bizarre.
@as I need to get out before june. I've got over 15 years at this company and I fear by being here so long Ive almost sc--wed myself in the job pool by being a "one trick pony". Any advice on job searching outside of EDJ?
I’m blessed to still be employed but not by EJ. But to both be demoted and then be given a .6 pay increase is the last straw. I’ve made the decision to accept an offer outside of the company.
If only they only understood their own “constraints” in being both a human and leader…here’s a start:
Conscience (n) - the sense or consciousness of the moral goodness or blameworthiness of one’s own conduct, intentions, or character together with a feeling of obligation to do right or be good.
@ac I know it’s been said 1,000 times so let’s make it 1,001. Just have the __ to say hey we’re merging/going public in 27, 28, 29 who cares and this is why we are doing all of this. But no instead let’s give our worker bees terrible tech, then get some of the experienced ones to leave, the good ones who stay will hate their souls. You know the scene from Zoolander where Mugatu says “I feel like I’m taking crazy pills!!” That is literally how I feel every single day… I’m an FA btw. So my only interaction with HO is over the phone. I don’t know how the he-l you guys/gals have endured this…Everybody sounds miserable… If clients could see behind the curtain, most I bet wouldn’t even know what to say.
@ab oh they will never release those numbers. Bad enough they hide the survey scores from us. They really do think an outdated business model of treating your people horrible and outsourcing everything is the way forward. All because chubak wants to "double the number". Effing clown
I can only imagine how many FA’s will bolt after profit sharing and LP distribution this month. A number I would also love to see is how many experienced FA’s have left since 2022. I’d bet that half of Jones FA force is <5 years into the industry. Combine that with tech that works sometimes and treating your HO like po-p, what could possibly go wrong?!?
@a5 raises are down, profits supposedly are up, FAs are heading to the exits, and what does ELT decide to do with this? Drop the mask completely and let us all know how much they really despise us. They need headcount reduced, so micromanaging and forcing HBAs to be forced into cube land will lead to more people to quit or be fired for not obeying the commands of the overlords. These people making decisions right now are total head cases. PP has completely checked out and lost control. The gang of east coast vultures now run this place and they will continue to pick apart this company more and more each month. How this all ends is anyone's guess but I fear a merger or us going public is what will happen eventually.
I hate the concept of being punished for something outside of your control, especially by a corporate entity that could absolutely afford to simply treat you properly. Why am I supposed to accept a demotion under worse terms when I didn't do anything to deserve it? This is the opposite of investing in your people; it's investing in getting your people to leave... which was the point I guess.
I heard raises are down across the board. More to feed the fat greedy pigs at the top.
@OP I’m very sorry that’s happened to you. 3 men are largely to blame for all of this: Former McKinsey Group goons David Chubak, Ryan Littlemore and Hasan Malik. All while tucked away in their boujee NYC office.
Their biggest focus has been and continues to be to cut expenses, and salary & comp expenses make up a huge portion. As a result (outside of VSP and ISP), their goal is to tighten the sc--ws on us and diminish our perks work life balance, hopefully making us miserable enough that we’ll quit. Us quitting benefits them in two ways, 1) it’s one less headcount that would the firm money and 2) they avoided having to pay us severance.
They will keep doing this to us until they reach their headcount “magic number” that their consultants said is their goal. This is why they’re finding new ways to make things harder on us.
They don’t give a sh-t about us; there are numerous examples of that to make the point abundantly clear. Worst of all, Penny and rest of the Midwest ELT are just going with the flow because they see $$$$ for them in the near horizon.
I hate it here now. I need to leave for my own mental health’s sake.