I think GK needs improvement.
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The entire HR department is a disgrace.
@py Consider yourself currently fortunate. It's not a recommendation for at least some of us. It's a mandate.
I’m a manager. It’s a suggestion to have 5-10% needs improvement. I’m in a large department with several managers. None of us turned in needs improvement (we all have solid performers at this point) and so far we haven’t had any backlash. I’d fight like he-l if I was forced to give a needs improvement to solid performers.
On that note, it’s also suggested to have 20-25% extraordinary. So extraordinary performers should be getting recognized. We’ll see how that goes.
@kh this is K8 responding back.
It has been a really challenging year for all of us - independent contributor's, team leads, and most managers.
Every time it feels like the scary part is over, another one or two comes along full speed ahead.
I wish nobody had to go through this but there is comfort knowing that I am not alone with my stress level at its highest. I won't give up on my team and the work we do for our customers - they are all worth playing the game for.
Wishing you well and hopefully positive outcomes for all. We all deserve a win after what we have endured.
@k8 fellow middle manager here. Can 100% confirm. The amount of stress I’ve endured this year to protect my team is no match for the stress of ensuring we’re building and delivering a high quality product. It’s insane how much resources are being wasted by the executive management by playing it like it is a game.
I’m going to laugh if I get a ‘needs improvement’ after being moved to a role that has nothing to do with what I was hired for. This place is absolutely pathetic.
@k2 I am a middle manager and know that there are people that believe this of me and my colleagues, but there is no truth to it at all. Many of us middle managers are equally worried about our teams and protecting them from what we believe is coming down the pike, that we try to be agreeable to avoid being a target as a whole.
Plenty of sleep is lost trying to understand our next move - it feels like we are playing chess.
Middle management here has no ethics or morals. When you have no conscience and have become the complete useless azzzz kisser desired, you sleep pretty well.
Current bank "leadership" is a microcosm of the current U.S. government right now. Chaotic, short sighted, and inept. Sure hope it gets turned around somehow.
I can also confirm that this is true. We are being forced to execute this horribly unethical and abusive policy which is championed by GK. She is mandating "needs improvement" ratings across the board, even for productive employees. My team has previously been gutted due to RIFs, I have staff doing more work than ever, covering post-RIF gaps, yet somehow have to explain to them that it's not good enough. This will destroy morale and trust even more, and incentivizes the best workers to quit.
Maybe the managing committee needs to take a hard look in the mirror since the latest TTUS results rated them at about 55 percent favorable. Honestly, I'm shocked it was even that high.
I had hoped that I wouldn’t see so many comments about the forced needs improvement ratings. Not sure how this is even ethical? The old US Bank mandated that a needs improvement couldn’t be a surprise, now they are manufacturing them. Unfortunately, I think they will get what they want and that is for a bunch of people to quit. I can’t believe they can sleep at night and look at themselves in the mirror at this point.
@fg unfortunately they are going to cut so much expense it’s going to result in poor customer service, more system downtime and issues all over the place. 2 or 3 years from now I’m betting USB is either bought by someone or will be surpassed by PNC. I’m looking to get out as soon as bonus money hits my account. Hoping banking jobs open up in Q1 after bonus season.
I get survey results and clearly people let GK and her MC know what they thought of them. Won't matter though...it's not like they were hired because they possess the intelligence or skill to turn a bank around. Strictly hired to lay off employees. They will.be gone before you know it...but the damage will be done by then.
This place gets worst each day. Managers being instructed to give their employees a rating of needs improvement. Of course that will put more employees on a status to be fired. It will be a great idea if the employees can rate the upper management team. I am positively sure that they will be rated need improvement since they have done such a horrible job managing the bank along with the return to office process.
I am a manager and I can confirm the post about the needs improvement. They are requiring us to give out needs improvement ratings. I am certainty not happy about it especially since nobody on my team needs improvement.
What a terrible way to run a company.
CEO has mandated that there be a certain percentage of Needs Improvement this year for your group whether you have any or not, very unethical and immoral.
@aj What they're trying to force isn't high performance, it's inhumane workloads. Leadership is very well aware this leads to diminished quality but no worry, because they're also eliminating testing/validation teams. Plus it's your neck, not leadership's, if the trash work is ever identified and called out.
Even if you destroy your physical and mental health trying to meet the outrageous expectations to hang on to your job so you can support your family, you will not gain immunity from the chopping block. You're more likely to gain a PIP when they're done using you. Nobody is exempt from the moral depravity.
They would like you to leave without a package.
If they are nitpicking you are sc--wed. They are looking to get rid of more people.
Once they have it out for you, it doesn't end. Once in the doghouse, you'll always be in the doghouse. I would be patient and just look for other positions and bide your time. Be professional and courteous and never let them see you sweat. I've seen this several times in my career and the ones that stay eventually get laid off.
@aa This is to be expected this year. Performance is heavily scrutinized this year, almost to the point that it seems like find anything and everything to minimize their performance. Fine tooth comb mentality. And even if it seems like this came out of no where. I’m seeing it in my department as well.
So the simple answer right now, document EVERYTHING! They are looking for loopholes to push out mediocre performers and force high performance.
You surreptitously audio record the review session and the conversation, particularly if you are in a one party consent state. Then you can lodge the appropriate complaint, if necessary, and the underlying evidence has been preserved.