The products, account packages, promotional offers and services described in this website may not apply to customers of International Personal Bank U.S. For more information on the CitiManager®tool, view our CitiManager®Cardholder Quick Reference Guide. From there, follow the prompts to establish your account. Effectiveness of an analyst community with high turnover is known to be a joke yet not permitted to be discussed as that globally well known fact clashes with the message of success from the CEO, CFO, and other executive login If you have not already signed up for the CitiManager®tool, please log on to click on the 'Self registration for Cardholders' link. With 30%+ annual analyst turnover after 5+ years of offshoring at volume the success at Citi is only measured in terms of $ of cost avoidance and the size of the offshore staff. There is a huge push to keep moving analyst roles offshore from NY, London, Hong Kong, Singapore, and other major hub cities to save money. Fairly senior titled managers frequently get lost in small details and often put time and effort toward small silos to champion their opinions and teams though the task they work on is meaningless or misguided and adds no customer, shareholder, or employee value. Management at the C15/C16 level (Director and Managing Director) is neither empowered nor motivated nor rewarded to make hard decisions. HR is completely complacent in this practice, defers to management, and thus there is a culture of "yes" required to retain or grow ones role. It is all internal networking and favortism. Jobs internally "posted" are rarely filled by postings. Roles are defined by the person not the process and thus as people change, Citi redefines roles and role levels to suit individual managers.
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