Looks good from the outside - werkgeversreview Regional Admin Manager bij LPL Financial

2,0
15 aug 2025
Aanbevelen
Goedkeuring directeur
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Pluspunten

Salary is decent depending on position. Traveling with all expenses paid without issues. Contributions to changes and enhancements. Opportunity to meet different people in various job roles and functions

Minpunten

There are serious cliques and if you are not part of it you are ostracized and will never move up or be promoted. No real training. You are left to figure it out alone. Have separate processes and procedures for different employees. Also has too many systems to find anything. Changes are made without notification. This company Does not necessarily follow the Finra rules and regulations. Compliance is not important. Most of the managers are not licensed but supervise those that are. They do not follow their own code of conduct and turn a blind eye on injustices depending on who it's against. They are aware of horrible and toxic environment but will banish anyone who brings it to light. This was the worse company to work for.

Ontdek andere reviews over LPL Financial

5,0
12 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great Resources and support teams!

Minpunten

Too much back office turnover at times leaves support team lacking accurate answers

1
2,0
23 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

LPL Financial offers a flexible hybrid work model, which is one of the better aspects of the company. Managers are generally not overly strict about specific in-office days, giving employees some flexibility in managing their schedules.

Minpunten

Work-life balance is a major challenge. Weekend release work is common, often averaging two weekends per month, yet there is no overtime compensation. Employees are essentially expected to work a full workweek plus weekends when needed, which has contributed to high turnover on some teams. The culture can also feel harsh and impersonal. Leadership rarely expresses appreciation or recognition for employee contributions, which negatively impacts morale. Some managers come across as cold or overly task-focused, creating an environment where employees feel valued only for output rather than as people. There also appears to be a lack of trust between employees and leadership. Many teammates do not seem confident that leadership understands or genuinely addresses their concerns. Overall, morale feels low, and recognition for strong performance appears limited.

3
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