Morningstar DBRS reviews

-High proportion of unprofessional staff regardless of job titles. Excessive gossips/non-work related conversations/talking behind one's back is unheard of and rather disturbing. This aspect is understandably prevalent in any organization, but should be dealt with urgently to preserve/improve overall productivity (i.e.: policy in place to disincentivize individuals so that they will learn to respect others and mature up by concealing their immediate needs to gossip about things every 30 minutes, or completely take the gossips outside of the workplace) -Promotion tends to be based on favouritism as opposed to meritocracy; that is, transparency of/rationale behind the promotion process is little to none. As such, the firm could have been marginally sending away individuals with better work ethic and integrity while retaining the ones who understand how to game the system. By the way, there are lots of gamers. -Family like culture seems to strangle the necessary feedback loop and reassure certain egotistical individuals to continue conducting themselves the way they have been doing, and any criticism/feedback only leads to adversity as opposed to the needed agreement on how things should be done and the necessary improvement for the team and DBRS. -On 2nd point in "Pros" section, good vision sometimes does not translate into value-added results/products, especially when some of your team members (Eg: VP/SVP) only talk big but fail to deliver in time. Certain individuals need to set ego/seniority/laziness aside and roll up their sleeves to get things done.

Spending one year or five years before leaving doesn't matter to this organization as they do not care for people or let's say for outperformers or better performers. If you are in, you are not valued. They hire people when there is no work and terminate people when they have worked hard. People get promoted just because they have been loyal to their bosses or just because they didn't find a job anywhere and had no option but to remain with this laid back company. No clarity on role between people within the same team having different titles. Organization still functions with age-old beliefs where reviews are not linked with performance. People at higher levels take the entire bonus pie despite having a high base. HR is non-existent, responds only to reviews in Glassdoor but never responds to employees who are in the organization. HR has no standards of deciding bonus or compensation scales. Random without any justifications.