The bank keeps asking employees what needs to change, but the same problems are still there afterward. At this point, the whole exercise feels pointless.
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They are checking the box. So most of us do the same in return. “Neither agree or disagree” across the board.
@br yes! It’s to check a box and make it look like they are doing something - and then blame the people below them for being inadequate. Thanks AR and MM for a toxic culture 👎🏼
I tell everyone I know about how awful USB has become from an employee perspective and suggest they do business anywhere else. Gunjan is severely damaging the brand (by creating a workplace culture that is truly awful) and is, for whatever reason, being willfully blind to it. But eventually it will start impacting the financials and she will get ousted. It often takes a very long time to turn around an underperforming business, but ignorant decisions made by an immigrant CEO who does not even understand US culture can damage a business very quickly.
@bt I do this as well. I used to get so many friends and family connected to us because I genuinely loved it here and loved our products. Now I tell them to steer clear.
@be I respect that. They've had an entire company of people telling them this and that we collectively think they're terrible leaders and have turned this into one of the worst banks.
You can tell them that as a result of their choices that I actively tell people not to bank with us. I work here and I tell people we are awful and how badly employees are treated.
Happy employees are business. We are not happy. Therefore I will literally tell everyone I can about the offshoring and the absolutely heartless leadership and do everything possible to make sure nobody I am connected to makes the choice to bank here. Word of mouth is powerful. Gunjan should care that we're happy because the organic growth she wants doesn't happen without employees advocating for the company. You can buy all the sponsorships you want. In the end it's the people that keep the business going.
Lol my teams management asks for feedback with surveys all the time. Even flew managers to MN to come up with ZERO solutions or improvements. They hold calls to talk about "efficiency" and then shoot down every solution. They only do this for "leadership" to give them pats on the back and a green check mark. Its amazing how managers have ZERO accountability and do not have to produce any results whatsoever.
@aq I know it's not much, but I am a TTUS champion and use every opportunity I have in leadership meetings to tell them everything they do not want to hear. I intend to do so until they remove me from the role.
It's performative.
They ask for our feedback and then do nothing with it because they're looking at engagement.
The individual people leaders end up being the ones to deal with the poor results of the surveys - of which they can do nothing meaningful. They get people to participate in the focus groups that are a waste of time and then rinse and repeat each survey.
The things we want changed or baseline improved they've told us no, so it's quite literally pointless now.
It's more difficult to perform a musical if you don't have the script or sheet music.