Thread regarding U.S. Bank layoffs

@es I have a good manager but doesn’t mean I’ll participate in this bull cr-p any longer. Employee mistreatment has gone way beyond what is acceptable. They do not make changes based on this survey to benefit us as a whole. They have proven they see us as garbage since Gunjan arrived on her broom and laughed at the legitimate questions on her first town hall. They have proven with the RTO mess and by taking away our assigned seating while shoving us in the hubs they created only in danger zones of large cities. Pure trash and complete disregard for all employees.

Because some of us have awesome managers but not so great leadership. I'm going to make sure my manager knows they are doing well and that MCs are still clueless on communication and that they don't value us as employees.

@aa My exact feelings as well. I used to care but the culture has clearly changed lately.
I’m now here for the paycheck.

I stopped taking these years ago after first time they started gaslighting employees as if it was their fault the results weren’t what upper management wanted to see. Nothing has changed.

I take it specifically to let the MC know how little I think of them. It's clearly working because in our last town hall, JR chided us on not enough responses, but said nothing about the scores, especially the one saying that 45% feel that she and the MC are not looking out for the employees. She got her 10MM, seems like by cutting the merit pool, so she doesn't care because she got hers.

@b0 how do they know if you participated or not? It’s not published who did or did not complete.

Survey participation is included in our performance reviews, and anything less than 100% participation will count against us.

I was not part of the 70%!

@ad Well said. I’ve been an employee at USB for over two decades, and when they first introduced the TTUS, every response to every question was shared with our team. We could compare our team’s responses to our business line and the company as a whole. They required managers and business lines to develop action plans to address the lowest response categories.

However today, as you mentioned, it’s become a farce. They selectively choose the best metrics, present them in Gunjan’s ridiculous all-company presentation, and then move on without addressing the pain points. On the rare occasion they do, they brush it off as if the concerns aren't valid.

This is the first time I’ve skipped a TTUS, and I don’t see myself completing one again until they demonstrate that they genuinely value and will act on the feedback we provide.

I don’t take it because upper management does not have an ounce of empathy left. Cold blooded animals run this ship.

@ab Totally fair point about lack of survey responses not hurting them, but that’s kind of exactly the issue. If they’re not meaningfully acting on the feedback anyway, then whether I submit it or not feels irrelevant. At that point it just becomes a participation metric, not a tool for change and I refuse to be part of this farce.

They’ve lost any sense of logic. Engagement isn’t measured by response rates. It’s measured by whether anything improves.

@aa

Describing the culture as "cutthroat" is interesting given revenue officially declined this morning.

It's funny that some people think not filling out the survey somehow hurts them more than giving them a low rating. They might not care about a low rating, but they definitely don't care if you don't fill it out.

For the first time in my 16 years at U.S. Bank, I did not complete the survey. Previously, I spent so much time crafting professional, eloquent responses, hoping that they could help actually change something but the current leadership simply doesn’t care. They do the survey as lip service and they spin it like seasoned politicians. That’s why they keep pointing to the engagement numbers, as if just having employees take the survey somehow shows how wonderful they’re doing ( even if the feedback is negative) choosing to ignore any actual feedback.

It’s really heartbreaking for me because I used to love this company and be so proud to work here. Now I’m just earning my paycheck. I’m loyal to my specific dept but the senior leaders do not value employees and it’s been made very clear. They don’t care how we feel or if their policies are inefficiently rolled out and cause frustration. They just don’t care. We are expense numbers to them, nothing more. Every one of us is expendable and could be gone tomorrow if it’s pads the bottom line a bit.

This is the actual culture Gunjan has built. No job security. No loyalty. Cutthroat. Feedback discouraged. Gaslighting if you dare point out the clear elephant in the room about morale being low ( it’s our fault - leadership is blameless and perfect).

There’s not much we can do about it except leave, but I’m certainly not going to waste my time on a survey so they can ignore the content and just point to the fact I took it as a sign of all is going great.

I took it because I actually like my manager and don't want them getting their hand slapped or forced into meetings to talk about why their team isn't engaged.

I made sure to rate everything to do with the way this company is headed and how I feel about it as low as possible. I also temper my expectations because I know nothing will come of it, and I have no issues asking why they bother to send it out if all they care about is engagement. Might as well just send a link with an "acknowledge" button and call it a day at this point.

1) Managers harass their reports into completing the survey.

2) Some are true believers who don't reflect the people who post on this site.

3) It could be lies. If the MC is able to do RTO rug pulls why would you believe anything they say about TTUS?

Probably because they don't want to be forced to sit through weekly talk to us survey meetings. The path of least resistance.

Us bank probably making up numbers. Nobody I know does it.