@18v What amazes me and shouldn't is how certain people have their jobs. With all the the talent and competition in the state/country the same people who were running hSTI into the ground are still doing it here. The same people from hBBT who should have been shown the door, and a jail cell for some, are still here.
Their skills sets are in some unknown field because it isn't banking, IT, or Asset management. Corruption, Lying, and Fear are the name of the game here.
@15r how can you argue this is not SunTrust 2.0? Same leadership, same strategies, the only thing different is a few systems and some new faces from bigger banks thrown in to show “progress”.
@154 This is not SunTrust 2.0...this was never SunTrust. How can it be when all the infrastructure and applications that were kept were BB&T? Along with majority of SunTrust forced out?
@13v I certainly understand “why” the merger occurred but both sides were lied to. BBT folks were told the cultures were very similar. I think both sides agree that was not the case!! Truist is SunTrust 2.0. If you like it there then stay. BBT was not perfect but a decent place to work. Many from the BBT side have chosen not to stay and just about everyone I know that left are better off/happier. Everyone has to do what’s best for them. I chose to lean in, pivot,CARE about myself to make it My Purpose to embrace a Champion Mindset and take this agile chassis elsewhere. My current bank has a great culture and doing fantastic financially. But, if they were bought or I just get tired of working I am fortunate to retire comfortably.
@13v I will pray for you that you find contentment and happiness and don’t have to put down others.
@13v The merger occurred for the same reason all mergers occur: expectation of maximized shareholder value. Suntrust was run by investment bankers and supposedly falling behind on the tech curve. BBT had outgrown its community bank model and had become inefficient. Both were drowning in mid-bank regulatory and capital needs that curtailed their models’ ability to grow. On paper it made sense to blend their skills and so the boards and shareholders approved. The problem wasn’t the merger but how it was executed and how leaders were chosen/allocated based on a ridiculous 50/50 split. Two years later KK and his core were gone and so now the same STI leadership is running an organization in the same way that created STI’s problem the merger was supposed to solve. It isn’t working and people have been bailing or laid off as a result. It’s sad, almost tragic, and certainly ironic.
No need to run down the poster and insult anyone “saying prayers before meetings”. You’re happy? Good for you. He/she is happy? Good for them.
@vz you clearly don’t understand why the merger occurred. You are just bought into the cult. I am guessing you moved to another small bank where you say your prayers before every meeting. Your new bank will be bought soon or fold and you’ll be looking for a job.
@vz agreed
Or how about you get traded to a whole different company... so Truist is now your client not your employer and they tell you RTO 5 days a week. Thats pretty wild.
@wr Unless you work in a building that you swipe in and out of. Them you’re sc--wed.
Yes, me!
Swipe N go :P
Lurker here. The HR FAQs on the Source mentioned giving remote teammates a 90 day grace period once they were officially notified they need to RTO. That verbiage is gone... hummm. My spidey senses say nothing will change. They don't have enough desks. I honestly wouldn't worry. Worse case - if you get asked back just do like everyone else who has a tele-commuter manager or manager in another location and just coffee swipe and go back home. They just need a swipe for their report.
Other banks already did this. You force everyone not in a hub location for their group to be in an office 5 days a week. You fire them for job abandonment when they don’t show up. The length depends on the state. No payout for unemployment. Immediately off your books. Remote workers skew older. That means higher salaries and insurance costs. Firing them this way makes it impossible to sue on age discrimination. You just haven’t hit this yet.
@rb may want to check your facts! I was BB&T and SunTruist for nearly 15 years and I left last year for a great job at another bank. As I recall, BB&T was reporting record quarterly earnings leading up to the disaster of an acquisition of SunTrust. There aren’t many heritage BB&T employees left at SunTruist. All have left for better careers at other banks while moving millions in relationships out of SunTruist. SunTruist is such a disaster it’s not hard to obtain business from them. Most former BB&T employees left strictly due to the woke culture that the SunTrust execs implemented. So what you mostly have left are former SunTrust minions and the Wells hires who will battle it out for who is the smartest person in the room when in reality you have a much inferior workforce than those who were smart and left!!
Just go in 3 days a week and you’ll be fine. At worst it would take them about 9-12 months to fire you which is nearly an impossibility .
Keep moving offshore and get rid of the employee culture killers that still want to talk about how great a failing bank called BB&T was. It’s very easy to tell on this board who the whiners are and where they come from 5 years after the merger. Management may be a problem, but the constant whining from the employees is what is ki-ling the company. Unfortunately most of the folks from BB&T can’t find a job anywhere else. It’s time to get back in the office or be a grown-up and leave the company.
@kg this.
@OP I’m confused as to why people are confused? Give up hope and accept the fate that Truist is done with remote work. The sooner people are at peace with it, the better off they’ll be - adapt to it or leave. You’re making yourself and your managers / coworkers miserable pretending like it’s not going to happen or that you will somehow convince the executive “leaders” to change.
You have to see this for what it is - a phased expense reduction initiative:
Phase 1: see if people resign / leave on their own accord
Phase 2: start putting office statistics into performance evaluations, and just start slicing raises and bonuses
Phase 3: if phases 1 and 2 don’t work, remind everyone that it’s an at-will employment agreement and just start swinging the axe
It’s an age-old problem - Truist has a revenue problem and an expense solution, and the biggest expense is compensation. Just accept your fate that you’re on a slowly sinking ship!
@ak They say the positions are remote now...
Once the new hire is comfortable they'll revoke it, because Truist executives have no honor.
Yes, seen many that were fully remote that were changed to office-centric in the past couple months (4 days in office) and will be doing 5 days starting Jan 5th.
Truist is rolling this out in phases: Phase 1: Confusion, Phase 2: Chaos, Phase 3: More ambuiguity and Phase 4: Rinse, wash, and repeat Phase 1. They will let you what the policy is once you accidentally break it. This whole thing is like a trailer for a movie that might come out next year. Kind of ironic the Mother ship in CLT can't accommodate everyone.
LOL rhetoric for the anxiety driven wage live. 5 day RTO ain't happening.
Doesnt it take effect from Jan 6th though? We'll see then.
Interestingly, the company is still hiring telecommuters.
The local remotes we have were told they'll get more information next year.
@OP I do not know one remote teammate who has been asked to RTO.