What's the Company Culture Like at Old National Bank?

Key Insight for Candidates

• Authentic & Consistent Values: The culture is framed around a mission of helping clients and communities thrive and is repeatedly tied to “Better Together” values and ongoing culture-shaping work. External recognition for ethics and community-mindedness reinforces that these values are treated as more than messaging.
• Collaborative & Supportive Culture: Day-to-day environment is often characterized as friendly and supportive, with colleagues frequently described as a key strength. Inclusion programming such as Impact Networks/ERGs and executive-facilitated dialogue forums adds structured peer support.
• High Morale & Engagement: Volunteerism and purpose are embedded through paid Volunteer Time Off and enterprise-wide service events like Better Together Days, alongside reported engagement surveying. These mechanisms signal active efforts to sustain belonging and participation.

• Change Fatigue & Ineffective Decision-Making: Ongoing growth and integration work following major combinations is described as an active, multi-year effort, which can create shifting priorities and transitional strain. Integration-related workforce reductions in specific markets are a visible disruption that can dampen confidence and stability perceptions.
• Bureaucracy & Red Tape: The operating environment is depicted as governance-heavy, with strong compliance and risk controls that can reduce pace and autonomy. This structure can feel more procedural than in less-regulated sectors.
• Favoritism & Inequity: Leadership quality is portrayed as inconsistent across regions, with favoritism and uneven management practices cited as a concern. These dynamics can make the experience feel highly dependent on local leaders and teams.