#autonomy

At this point I would just rather they say in office 5 days, remove all “tracking” and leave us alone! (That will never happen I know). But pre-COVID when all we knew was in office, and flex to be at home as needed or we worked 4 hours office and the rest at home but because they gave us the autonomy, we often gave more than they asked. I want those days back.

One thing I genuinely appreciate about my team at Truist is the leadership style in our organization. Our leaders trust us to do our jobs. There’s no constant hovering or minute-by-minute monitoring. We’re given autonomy, clear expectations, and ultimately we’re judged on the results we deliver.

What’s interesting is when you compare that to some of the cross-functional groups we work with. Their leadership approach couldn’t be more different. From what I’ve seen, it’s a lot of micromanaging and tracking every hour people spend on their laptops.

And honestly, the outcomes speak for themselves. That group seems to struggle far more just getting basic things done, and the results simply aren’t there. Our clients are the ones that pay the price for this!

It really reinforces a pretty simple lesson: when leaders don’t trust their teams and try to control every detail, it usually backfires. Autonomy and accountability drive performance. Micromanagement just slows everything down.

What happened to going back to basics? Our cars are filthy, skeleton staff to run locations, declining market share but hey lets explore autonomous vehicles and be known more for selling cars. Almost 2 years into Gilly Wi--y Westy’s tenure and the flywheel continues to turn in the wrong direction. I can’t believe this is what became of my Hertz!

For holiday weeks Employee Relations lets their people choose to work from home. I'm not saying that there isn't anybody from ER in the office then, but its a tacit admission that they know that employees want the choice for themselves to go into the office or not.