Lincoln Financial Group reviews about "training"

None that i can think of

There is poor leadership, with a lack of directive. There is little to no training. They are quick to layoff and terminate employees.

-Recruitment: The recruitment process is misleading and lacks transparency. Benefits such as having 11 holidays off are advertised, yet CSRs can be randomly required to work the day after Thanksgiving if there are not enough volunteers. Mandatory overtime is frequent—often close to twice per week, typically on Mondays and Fridays—and this is not clearly disclosed during hiring. Employees who work until close are often scheduled to clock in early the following day, creating unnecessary fatigue. -Training: Training is poorly executed and inconsistent with what is promised. Although it is advertised as a two-month program with a full month of in-person training, new hires were told partway through that they would be working from home earlier than scheduled. This is another clear example of how employees are rushed through training and pushed into the role before they are ready. Classroom material is largely irrelevant to actual call work, schedules were shortened, and the entire process felt disorganized. Feedback was requested but repeatedly ignored. The priority appears to be speed, not competency. -Support: Once on the phones, support is inadequate. Leadership and management are stretched thin and frequently unavailable, making escalations slow or ineffective. CSRs are expected to navigate an excessive number of outdated systems on every call, significantly increasing stress and errors. Many calls involve processing issues that are completely outside of the CSR’s control, yet there is no direct department or resolution path available. -Outdated Technology: Technology is unreliable and routinely down. For a company that depends heavily on remote work and technology, the lack of investment in modern, stable systems is unacceptable and directly impacts employee performance and morale. -Micromanaged: Being told that we have scheduled breaks and that we have to take those breaks within a certain amount of our scheduled times or it was going to be counted against us was another thing that was stressful to learn. Also every time we had system issues we would have to email a script to someone to let them know why we could not take calls. it just seem to be so much work and confusing since it seemed like we we're always rushed back into taking calls. -Stress: This is not a good job to have if you're going through something. You get sent information for virtual health sessions, but it is kind of useless since the availability of the sessions are during the times that we are scheduled to work.

Poor training. Poor management. Poor culture. Lack of care/concern for work life balance and mental status of workers.

Training is clear in some areas but not clear in others. Still expected to perform well on areas you weren’t trained in properly. Had 6 different managers during my employment here. Also had to contact manger for every little thing including pto , dentist appt, sick time, emergency, everything..

The training was not good. It did not prepare you for the job at all

There is limited career development and no clearly defined advancement path for Executive Assistants or similar support roles. Contributions from administrative and support staff are often overlooked, with minimal recognition in meetings or leadership discussions. Accountability is inconsistent, which can result in uneven workloads when performance issues are not addressed. Training and onboarding are effectively nonexistent; new hires are expected to perform immediately with little to no guidance on processes or expectations. The work environment is consistently high-pressure, leaving little time to absorb information, learn processes, or work sustainably. Most tasks are treated as urgent, creating a constant "fire drill" culture. Work-life balance is a significant challenge. The pace and expectations can contribute ongoing stress and anxiety rather than a manageable, supportive workflow. The return-to-office policy lacks consistency. While most employees are required to be in the office three days per week, some individuals remain fully remote without clear communication, leading to perceptions of inequity.