It's become a standard practice here for leadership to schedule last-minute "urgent" meetings, often to discuss issues that have been pending for weeks. This blatant disregard for personal time and planning has created a constant state of exhaustion for so many of us. In the last six months, I've watched three of the most capable people on my team resign. EJ is systematically losing its best talent because of a culture that refuses to acknowledge our time has any value.
9 replies (most recent on top)
@mg this is spot on. Neglecting the basics (process design, data flows, functioning core systems, prioritization and sequencing) has been a problem for years but the volume of changes they are trying to push through to make it seem like we are innovating and to justify the compensation of certain positions and consultants coupled with a complete lack of organizational strategy from a human capital perspective is creating chaos and inefficiency that is burning out our best talent. It's sad to see.
There is so much glorification of “busy-ness” in EJ that leads to burnout and is at the center of a sick culture. “Hustle” is rewarded over real impact, relationships and real innovation and creativity.
Leaders who manufacture “crisis” are glorified. Leaders who push broader thinking are labeled as “unable to execute” and are exited.
And yet, all the frantic reactions and hustle has only yielded lower output, decreased innovation and terrible morale.
What a joke of a firm to be managing people’s money.
This is such a spot on post. Jones promotes and rewards organizational “arsonists” - leaders who light fires just so they can be praised for putting them out.
Dolan, KJ and others have made their entire careers at EJ using this playbook. It’s indicative of incompetent leaders who are afraid of being “found out” for the frauds they are, so they continue to distract with manufactured “crises”.
I’ve seen this behavior by individual leaders before elsewhere, but never at this scale (probably because there are so many weak executives who propagate it - and PP tolerates it).
It’s toxic for associates who are consistently whipsawed by changing priorities, contributes to “hustle culture” mindset and most importantly is another reason why the firm is failing to achieve its long term ambitions.
@je 1000% agree. My leaders live for escalations. As long as these alleged urgent issues keep providing opportunities for spotlight chasers we will always have problems and “near misses”. It’s exhausting. There is no time for solving real challenges that keep the business from moving forward. We’re always in meetings about recovering from problems created by failure to manage the basics.
@eq Over a decade at this dumpster fire. I was ISP'd. Put my resume on LindedIn. Found a new position with a 30% pay raise before my separation date. Plus, get to keep my full severance. Thanks, Penny! You're such an id--t!
I am always d-mbfounded by the number of “urgent” issues that come when it is not even an issue. It’s poor and incapable leadership that drives the teams to exhaustion. When these GPs with no skills and experience are in position of influence what other outcome can we expect?
@eq Yes, please update your resume, network with old colleagues, and put yourself out there. It’s worth it. 15+ years at Jones, recently moved to a new firm, paid WELL, and happy af. You got this!
Many home office associates are actively looking and waiting for the right opportunity to leave Edward Jones. I know I am. It will be slow but talent will walk out the door because of Penny’s actions. Why put up with this?
@OP Blame Penny. She is the exalted leader who is destroying the firm at an unbelievable rapid pace. I have seen some things in my day, but Penny is taking this company apart at the seems.