Too many to list: The company has never been competitive in regards to compensation (not since 1995 at any rate), and past bonus and compensation parameters were frequently changed (after) the end of the compensation periods (but prior to dates of payout) - i.e. moving goal posts. Senior management just keeps being changed as the cause of the structural and systemic problems, when the issues are much higher.
Tremendous turn-over of staff at higher levels and across: sales, portfolio management, marketing, and creative disciplines. Most marketable people, leave first, which decimates leadership and direction for the rank and file.
Hemorrhaging assets for many years (in the top 3 asset losers for the better part of a decade) - not a good thing. Very little loyalty from target retail client market due to poor fund performance and extreme turn-over of staff.
Stock price and asset depletion and history is an excellent barometer of the health and direction of company. Assets under management (the fuel of any company in the money management business) has been decimated.
Problem emanates from the very top of the company (which cannot be changed and because it is not a true public company in the sense of all the voting stock residing with the most senior level of the executive and closely aligned board of directors, no real change can take place at any critical level of the company in any significantly meaningful way).
Not a good environment for a career, but perhaps a reasonable place to go as a stepping stone or a two or three year plan to jump a couple of levels to achieve a higher entry point into another company in the same or similar business line.
The company does not do exit interviews - staff turnover and staff satisfaction at all levels should be an objective of the executive as a metric and criteria of being a success or failure - executive levels should share in the culpability as their senior and middle management.
