Is there something I do not know about when it comes to sending shared success cards? Is this honestly something that executive leadership cares about? Why is it that I get emails from my manager telling me to send shared success cards to people?
People are being bullied in to sending these stupid things and if you do not do it, the manager will rate you lower on your review.
I am not sending out these things to people for simply doing their job. Its an empty, thank you for nothing gesture.
Shared Success numbers are tracked, both how many a team gets and how many a team sends.
I do not see the purpose. Some of my customers (internal) are supportive and some think that screaming is how to get things done.
Shared Success numbers are useless.
That said, there's nothing wrong with sending them if someone goes a little out of their way for you, it's part of not being a jerk.
Employees on my department never receive shared success cards. We are too busy and understaffed to write these or even think about writing them. Managers and employees both.
WIM is unbearable for United Way month.
United Way campaign is ridiculous on the brokerage side. Every September: 30 days of begging, meetings, bake sales, rallies, town halls, numerous daily emails from every manager in your up line. If your LOB meets the “giving goal”, you “might“ get a free jeans week. They have mastered the art of high- pressure tactics....they should be interrogating war criminals - hah!
Here’s a suggestion to increase employee morale. Don’t send out company wide email touting record profits right after we announce a 1.5 percent merit increase budget. I know that is obviously not the case now but in the past you want to know what sent morale in the tank??? We made 5.6 billion in net income for Q4 . Congrats. We will give you a 1.5 percent raise. Hey. Maybe 2 percent for the “ superstars”
Wow, I didn’t know WF had United Way campaigns. I’ve never had a manager say one word to me about it in 5+ years.
These shared success emails are nothing but cheap lip service. A pat on the back so to speak. Who wants a piece of paper that will collect dust. Show me the $$.
I’m not trying to be snarky, but I think that propaganda is coming straight from the top. All the bank execs probably overpay the same consulting firm for ideas on “how to improve employee morale and engagement”. And then somebody upstairs decides to tie it to employee reviews and worse: manager reviews. And then they pit manager vs manager competitively. I’ve seen it time and time again. Same thing with United Way participation: pitting manager vs manager on their team’s participation. Our managers are unbelievably overbearing about United Way, even when the market is going to hell in a hand basket. Actually - it’s the exact same thought process behind the “Eight is Great” cross selling scandal, pitting bank managers vs each other to improve the numbers they wanted to see at the top. WFC just doesn’t seem to EVER learn from their mistakes. I don’t get it.
I sure as hell hope Charlie, et al, are reading these posts so he can see where people are wasting their time adding little to no value to fixing this place.
That is just one of the many brainwashing bs aspects of this firm that makes me hate them. They take what might have been a nice idea at one time and then overdo it and run it in to the ground. If they would just focus on the business at hand and not treat us like we are in first grade.
It’s called Excellence First in the Brokerage arm. I’m trying to remember exactly- but a few years back they had some promotion where employees were given a gold star, to put on some card we had to keep in sight on our desk, for every Excellence First we received. Once the card was filled with stars, I think we got to pick from a basket of free candy bars. It shows how incredibly far out of touch they are with their employees.
Another bank where all the management is coming from (hint) have the managers take a class on how to deal with millennials, i.e., how to hold their hand and make them feel special and wanted. This sounds like more of that.
The rest of us know it is about doing our job, and if we go over and above, then we get those cards. It should not be a norm but rather a special deal for those cases. But now everyone gets a trophy!
@goi+15JN8zZk... you perfectly described the GISL mentioned in the other post. no one knows what that person or their 44 person "team" does
Midlevel managers are being pressured across the board to “show value”. I have seen this in multiple organizations since my role is one where I work across many areas.
This pressure results in all kinds of wacky behavior, but it’s really just managers trying to protect their sizable paychecks. If it weren’t so frustrating for people trying to do an actual job, it would be an interesting spectator sport because some of these managers are in an ultimate fighting championship for their job.
THANK YOU FOR DOING YOUR JOB!!
I know someone who got written up for not doing it
there is a particular direct report to the CISO who compiles thank you metrics and discusses them during all hands calls evening showing attendees how many thank yous were sent and how many thank yous received by each direct report
people who do not comply are subtly threatened and harassed
It’s considered a morale booster for the person receiving. So by sending them and thanking others for their help, you are helping them feel better about themselves and a necessary cog in the wheel. /propaganda