Long story short, middle management came to the conclusion that we should manufacture and manipulate how we will assess teammates and branch leaders this mid year. Our region leader told us that we now need to look at all individual categories on P2P for them all to be green to be on track. We were told to communicate otherwise during the whole year. Now branch leaders are upset and their teams will be even more upset when they find out they were deceived. Middle management wants this because we are highly paid on the solutions portion of performance unlike the teams who are paid on VOC/OSAT. The grading that we are delivering is nothing of what was communicated during the year and there’s almost no teams who are meeting all of these frivolous objectives. There’s single digit percentages of everyone who only meet one category. Most categories aren’t being met by anyone. I can’t see how this is fair.
13 replies (most recent on top)
Just have chatgpt write your reviews, thats what I do, lmfao.
Kimberly specializes in manipulating, manufacturing situations, and gaslighting. She then creates an illusion of collaboration while undermining others and making them feel inadequate. P2P above all else, as VOC appears to be merely for show until the Federal audit concludes.
Fu-k Truist.
Retail banking has always su-ked. No surprise. Free country. Do something else
Here’s how all this breaks down. The retail team, especially those in branches are the heart and soul of this bank when it comes to client facing roles. They take way more abuse than they deserve generally at the hands of departments that can’t seem to get their act together. This is blue collar banking - grab a hard hat and lunch box and go do the toughest job in the bank. You have Area Managers who on average lead 20 or more branches and the leaders who work tirelessly to represent their office and teams in the community. You have Regional Managers who on average have 80+/- branches under their supervision. Today, so many of them are at 100% and many over 110% of said goals but will be rated partially on track or not on track. REALLY?!?!
Here’s how the math works in this case. X multiplied by Y = you’re scr****! Welcome to Truist math 101. This was not the formula for merit or ratings when the year started. These folks are hard workers operating with paper thin staff daily. But here’s the sad part - do they think these folks are not smart enough to see right through this? This is beyond unfair, it’s unacceptable. Thank you retail branch teams.
Same bro. But I’m tired of the bs. AL even started agreeing with me. His words were that we are pulling 80% of the work for all of our partnerships to make it happen for positions that aren’t playing ball. We can’t show them accountability; so you have to work twice as hard to save your image since you are who the client sees. His words.
What’s the point of pushing to 150% when we’re not compensated or even shown a grain of respect. We do not get paid to push to 150% of everything. I’ll get paid the exact same whether it’s 100% or 150%.
I’m in a branch and you’re in a branch. Let’s be real. Top performer or not, you’ll never have the same respect as the worst IRM partner or back office teammate. Just the way the cookie crumbles. Close enough with my AL that he’s real with me on that. Totem pole and we are at the bottom
I am a top performing branch leader. This isn’t a big deal.
This has nothing to do with middle management. Everything comes from the top. They take their marching orders from their bosses.
This is the norm at Truist. Manage metrics, reviews, and people to get desired results. Go to the drawing board a million times, move the goal posts, and change policy vs correcting real issues and rewarding those with integrity.
Constantly moving the goal posts. See this is the exact reason I told my AL I was opting out of the BL incentive carrot they are dangling. Especially with all these budget cut talks. I fully expect them to say in q4 it’s not in budget anymore.
It wouldn’t be so bad if we could actually control our stats.
Ex: Why am I accountable for qualified IRM when that is dependent on the IRM partner doing their job? They don’t even call the client 90% of the time.
It’s impossible to do everything they ask…no human could achieve balanced performance with these expectations…just to have the field goals moved mid-year…stay in your lane
Do your job in all facets and then there is nothing to worry about.
Unfair to say the least! Isn’t retail already among the most thinly staffed groups in the bank? Where does the Lunacy end?