Capital One Product Manager reviews

meeting culture, unclear promotion timeline

You already know what it is - the dang performance management. Twice a year and takes months on end from start to finish, so you basically feel like you are actively on the chopping block 50% of the year. Leadership tries to act like it's transparent and equitable - it's just not and never will be. What if your entire team is made of strong performers and you're all absolutely crushing it? Too bad, 10-15% will still be offered up to the chopping block. They think this is a way to crack the whip and get rid of low performers fast, but in reality, it causes morale issues and anxiety at every performance level. I am a high performer and I am anxious every day, even though I get overwhelming positive feedback, because I am worried I am never doing enough. Doesn't help that there are also somehow people at this company who are toxic, terrible people managers, or useless barnacles who haven't done anything in ages, and still manage to cling on because of politics or optics. If you want to follow the Amazon playbook, then pay Amazon level salaries and have an Amazon brand name. If you can't do that, then ease up off our necks.