Now that the 401k match has hit accounts and bonuses are a month away, how many are really planning to leave? Is it enough to make HR and the C suite re-evaluate their current policies?
11 replies (most recent on top)
I left last year, didn't care about the match or bonus, my happiness is worth a lot more. WF is the worst place to work.
Stay until it makes sense to go. Then go, and never look back. I promise it’ll be okay. Ummmmkayyyy?
As soon as the bonus drops. Its sad that after 20+ years it took 2 years of this toxic environment to completely sour me on WF. I can’t stand the bank anymore.
Pending offer letter from my new employer which will happily consider leveraging the talent and expertise from a group of employees already over capacity.
I already left. Fuvk that place.
Let’s not forget that there are no training manuals if you are outside of production front lines. Years of mergers, old systems retained, inconsistent bandages for short sighted problems makes human capital more valuable than ever. The only way to understand this is through extensive experience. You can’t just hire new people and expect ba--s won’t be dropped and new risks won’t emerge at the worst possible time. Again, risk here we come because the last couple years have proven management has no foresight.
Oh and I forgot that my leaving will NOT influence HR/Leadership in any way. I know for a fact that I bring a lot of productivity and effectiveness to the table but my loss would simply be an inconvenience for my team. In fact I’m sure we could lose 3 FTE’s (from 10) and it would absolutely hurt and affect output but it would not influence RTO except to give the manager an opportunity to back-fill the slots with geographically strategic hires. It would take the loss of 10% or more of staff in a very short time coupled with an extended period of time spent trying to backfill those positions before Sr Management would walk anything back enmasse. By then it wouldn’t matter.
I am not planning to leave but I have a plan IF I need to leave. My countdown won’t trigger until I’m required to “RTO” even though I was WFH from date of hire and was not previously expected to ever go in. Once the directive is made it’s just a matter of hitting milestones like capturing the Bonus, I’d like to take an extended absence in Q2 and it would be nice to be paid atleast up to that point.
Resignation letter already written. Just have to hit send.
It will not be enough to make a difference to the C Suite.
I want to stay until July to hit the 10-year mark, but it may not happen with RTO. I can hope.