https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81499113.htm
- 0
Nov 2, 2023
Jobs shipped offshore
Funding Analyst
Former Employee, more than 10 years
Plano, TX
Recommend
CEO Approval
Business Outlook
Pros
Great Benefits and great PTO
Cons
Too many layoffs. Once CapOne realized during covid remote work at home worked, they decided not to keep the jobs onshore. With the guise of department expandsion, we trained the offshore contractors who eventually got our jobs. For myself, 22 years of being at CapOne, and out the door I went ( even though I was a top performer and out performed most contractors).
Advice to Management
Bring the jobs back to the USA.
**
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81497332.htm
- 0
Nov 2, 2023
Horrible Management/Leadership, Selfish Employee
Senior Data Analyst
Current Employee, more than 1 year
McLean, VA
Recommend
CEO Approval
Business Outlook
Pros
- Decent TC, and Benefits -Good name on resume -Nothing good besides that
Cons
- Strong PIP Culture -Performance Management is toxic -No WLB -LT promotes favorites over hard workers -Shortcomings are emphasized and achievements are downplayed
**
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81495093.htm
- 0
Nov 2, 2023
Untapped Potential: A Call for Cultural Change at Capital One
Scrum Master/Agile Delivery Lead
Former Employee, more than 5 years
McLean, VA
Recommend
CEO Approval
Business Outlook
Pros
Pay PTO Benefits 401k Employee Stock Purchase Plan
Cons
Toxic Politics Lack of Trust Unjust Expectations Overwork and Burnout Low Morale Ineffective Response to Feedback Lack of Genuine Care
Advice to Management
Having journeyed through various levels and sectors of Capital One, from bank branches to backend software teams, I've witnessed a myriad of operational facets within the company. While I dedicated my utmost effort and loyalty, the prevailing culture I observed was challenging. There exists a palpable atmosphere of toxicity, stemming primarily from distrust and skepticism exhibited by upper management. Such an environment often coerces employees into roles and responsibilities far beyond their designated positions, not out of ambition or the desire to go the extra mile, but in the hopes of a favorable performance review. It raises the question: was I recognized and hired for my specialized role or as a catch-all resource? The majority of my colleagues were consistently overloaded, leading to burnout and plummeting morale. Ironically, despite Capital One's proud emphasis on employee feedback through surveys, tangible change remains elusive. Even when feedback consistently pointed to significant dissatisfaction, the solution presented was passing the responsibility back to the employees, asking them how to rectify the very issues they highlighted. This is not just an oversight but a dereliction of duty from leadership, which should not rely on already overburdened employees to solve organizational problems. Capital One's backbone is its software engineers and branch employees, the very individuals that keep the company's operations smooth. Their treatment, however, often felt dismissive, reduced to mere tokens of occasional pizzas as if that could offset the deeper issues. To thrive and truly be an institution that values its employees, Capital One needs introspection and genuine efforts to address and change its internal culture.
**
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81419249.htm
- 0
Oct 31, 2023
Most stressful position I've ever had
Anonymous Employee
Former Employee, less than 1 year
Recommend
CEO Approval
Business Outlook
Pros
Compensation Benefits Nice Campus Access to technology and resources
Cons
Poor work-life balance Stacked performance rankings Expectations beyond job description Blame culture
Advice to Management
Management needs to advocate for those that you lead. Don't make promises on behalf of your team without first assessing whether or not they are reasonable. And set fair and consistent expectations for your team so that people don't need have to constantly second-guess their performance.
****
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81404801.htm
- 0
Oct 30, 2023
Don’t work here
Business Analyst
Current Employee, more than 1 year
Glen Allen, VA
Recommend
CEO Approval
Business Outlook
Pros
Nice building and grounds space.
Cons
Absolutely worst company I have ever worked for. Terrible work environment and very difficult to thrive as a new employee.
Advice to Management
Do better! This is an environment that makes people feel worthless and thrown out like garbage because of the required “not good enough” category review every team MUST put people into even if they are doing well.
***
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW81311790.htm
- 0
Oct 26, 2023
Want to give zero star but can’t. Worst place to work at.
Senior Business Analyst
Current Employee
McLean, VA
Recommend
CEO Approval
Business Outlook
Pros
One invest in yourself day per month
Cons
- Fake and pretentious culture - Useless layers of management - Terrible performance management - Stack ranking aka popularity contest - 20 hrs+ of meetings per week - Values bootlickers instead of people who actually do their work
*
https://www.glassdoor.com/Reviews/Employee-Review-Capital-One-RVW80980756.htm
- 0
Oct 16, 2023
Run FAST!
Sr Associate
Current Employee, more than 5 years
Richmond, VA
Recommend
CEO Approval
Business Outlook
Pros
Benefits, pay and nice facilities
Cons
Favoritism, inconsistencies, lack of people skills from senior leadership, work/life balance.... So many cons come to mind that I'm trying to "bucket" (C1 terminology) them together. Starting with feedback and performance overall... People management should be an exciting role as you develop your associates and help them grow personally and professionally, but that is NOT the case at C1. It needlessly overwhelms your productivity, IF you care about your team and take the time to compile their accomplishments and opportunities, because calibration sessions are not managed as intended. The outcome does not reflect the actual performance of those being calibrated against one another. The favorites are ranked higher, even if their performance is beneath their peers and deserving individuals get pushed into the "bottom buckets." Not to mention that the direction in '23 was to have the 8-15% I/A (Inconsistent/ Action Required) bucket expectation "lean heavily towards the 15%," which forced those in the Strong space to be placed alongside those needing improvement, ultimately resulting in PIPs and layoffs. End of year will be interesting as a large portion of Strong will now likely fall into the I/A space. Keep in mind that the manager and associate both have to complete a TM (Talent Management) appraisal in the Spring and Fall, which is in between the Mid Year and End of Year reviews, while also engaging in weekly 10:10 sessions and trying to squeeze in time to do your day job. Some departments also require a monthly review of their teams, so that is yet again more time needed, to compile, calibrate, deliver and receive even more performance feedback. HOW MUCH productivity is used and truly wasted in this space alone?! This horrendous process takes so much time that in order to get anything else done, you have to work extremely long hours, on weekends and on holidays = ZERO work/life balance. Think about the culture of everyone involved in this process as it promotes burnout, isolation and exclusion for a LOT of awesome performers when true performance isn't even discussed or brought to the forefront. That was a lot, so I'll be brief with the remainder. SLT (many of the Sr. Leadership Team, not all) does not demonstrate living the values at all. They make time for their favorites, give them the most air time (for increased visibility) and exclude others, which prevents them from having awareness to what accomplishments are being achieved. It's ultimately a vicious cycle because 100% at C1 involves performance management, calibration sessions and whether or not you stay employed instead of the value brought to the table or Changing Banking For Good. So, RUN FAST if you're working at C1 and especially if you're thinking of joining the company. Ignore the hundreds of open positions you see posted as they very likely belonged to well-deserving individuals who endured the very small portion of life at Capital One that I have discussed.
Advice to Management
Rich is a wonderful and genuine person. He HAS GOT TO get involved in this process to see how horribly the calibration sessions are conducted, evaluate the time wasted and what it's doing to those who work at his company before it's too late. I honestly don't think he knows what's going on. Also, C1 needs to educate their people managers and mandate people leadership classes annually because the skills are severely lacking throughout the organization. Within the first day, it's apparent that the company is process-driven and NOT people-oriented whatsoever.