I endured 3 years on the core line with many promises of a role switch after my "2 year commitment" in the end it was all just a lie. Oh well.
Get your licenses, learn the ropes and get out while you can asap.
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@pf unless you are an FC, then they get too worried about you becoming to close to “their” clients. FCs get their pay cut annually even when exceeding sales goals and retention. They want young inexperienced FCs with just enough experience so that don’t have to pay ….
Jesus, people, OP never said a promotion. They said a role switch. I did it years ago, no change in pay or job level. A lateral move. Of course, back when I did it, you had to be in your position for a year. Someone posted about an open req and that is true. There has to be a position to fill for you to move.
Yes, Schwab has a retention issue especially the new young people that are coming out of training for CSS their other firms that are offering them then 10 to 20,000 signing bonus to move over to them and Schwab isn’t countering so it’s really their issue
Good for work life balance. Not good if you’re trying to make money. Anyone below the c suite gets paid too little by industry standards.
@dn Your bragging about being a Sr. Manager after 10 years? That ain't exactly a big accomplishment dum--ss. I agree though that Schwab aint the worst place and people not getting promoted is mostly their fault for not doing anything other than thdir day2day job stuff. You need tk stretch out your comfort zone and be visible to leadership.
Your experience is what you make it. I started off as an Analyst and in a little over a decade rose the rank of Senior Manager and if I can do it, anyone can. Special projects are the key to a promotion and the way to get involved in that is to get face time with upper management. The best way to do that is through volunteer opportunities, ERGs, and engagement events. Also, get to know your strengths coach. I do at least one session a month with her and its proven invaluable.
@a5 This is incorrect. Many departments will not promote based on time in grade or time in position. Performance may then play into it, but it's mostly having an open req for the position, a manager who will fight for the position when pressured to turn a 60 into two 56s and not being forced to bring in outside talent for age management.
Promotions are based on performance, not tenure.