Thread regarding Truist Bank layoffs

"I have noticed that the teammates in the past and currently still here that show that kind of drive and potential are Driven out or mobbed (gang stalking/Zersetzung) by the type of people you are describing. They will "eliminate" anyone that indirectly exposes their own mediocrity."

This is still going on and happening to me.

Monitors? The momentum on this site for Truist has slowed the last week or so, this thread has been shared on reddit and linked in but I haven't seen it there.

Who pumped the breaks?

Anyone notice they pumped the brakes on this site? Too much Truth?

Yeah now Leshner is going to be speaking at a BOFA securities conference. Bill is creating a competition for his job among his new chosen ones. How many times did Beau ever speak at any conference? So how did Beau fall out of favor with Bill and the BOD so quickly? Anyone know the answer?

More evidence of why Beau was moved out. Mike is going to be CEO in the next 2 years.
Truist Financial (NYSE: TFC) has announced that CFO Mike Maguire will present at the UBS Financial Services Conference on February 11, 2025, at 1:00 p.m. ET. A live audio webcast will be available at ir.truist.com, with a replay accessible for 30 days following the event.

Some observations from Bill and Mcguire’s comments. Beau was no doubt pushed out and will get paid off to go away quietly. Bill appears to be grooming Mcguiire as his replacement in a couple of years with Leshner and Bender distant second at this point. Comments from McGuire make clear that back office jobs will continue to be outsourced while they continue to spend money bringing in “bankers” to bring business in all LOB’s. Truist will continue to struggle hiring these bankers and other key jobs and the revolving door will continue. Truist reputation on the street will continue to be a problem along with inability to retain talent below the exec level as all the outside leaders coming in bring in their own people which only breeds more issues. The leadership appears happy with the constant turnover for some unknown reason.

Bill says f**k you losers. He’s hiring the best and the brightest while grooming his replacement and it never was Beau!
Bill Rogers: Yes. I mean you sort of went a couple of different attributaries there. But look, overall, when I said this, I think, in the answer to other question, I mean, the talent that we’re investing in our teammates, who I think, can really lead this organization in the future, they really know our value proposition in terms of where we’re going. And in terms of this week, I mean, we had Beau, departed our Company. I mentioned earlier, great career. He really did a lot of important things in terms of establishing the framework for the future. And then we took the opportunity to take some of those responsibilities and distribute them among some of my existing leaders. So that gives them some more opportunities to grow and some more opportunities to expand their toolkits.

I feel really, really, really good about that. And then as you mentioned, there have been some other key important leadership hires along the way that I think will be important parts of our future. So I don’t think there’s a story there, other than we have a great franchise and we’re attracting really good people to our franchise. We have existing teammates, who have really expanded their toolkits. We have great leaders, who really understand and know and how to attract and retain really, really strong talent.

Mike Maguire: And Erika, maybe I’d just add to that a little bit. I mean, another dynamic, obviously is, post the sale of TIH, the capital position we find ourselves in, I think, also gives our teammates a lot of confidence. I mean, we have a very sort of pro-growth agenda and that’s — we’re doing a lot of senior and banker hiring in our commercial and wholesale businesses, you’re seeing that pull-through in terms of activity levels and we’re trying to activate capital across our consumer lending platforms.

Like some of my other colleagues in my area, we are trying to stay under the radar until we retire. Mediocrity at its finest. You’re not getting any more from us and we are not putting our opinions on a survey because we know they are linked to each employee. It’s a shame that my career has come to this but it is what it is.

I’m surprised Sheri Malmgren hasn’t sent her trolls out to attack us yet on this thread.

Another observation. The last employee engagement survey was in Q4-2023. Executives promised to do them quarterly to garner insights. Alas, the last survey results were so bad, there has not been any subsequent communication regarding future surveys. The Q4-2023 survey was so bad for our area, that 67% of teammates were considered disengaged. Our executive made it a priority to schedule working sessions to address the low levels of engagement. These sessions have turned out to be nothing more than “brown bags” or “lunch and learns” on supplemental instruction for skills/core competencies one needs for their job. The sessions do nothing to address the common themes of the poor engagement results.

This post is hogwash there are plenty of opportunities at SunTruist, you just have to pursue them and be willing to fight like heck to justify a promotion in your current position, or be willing to move to a different area. No one is going to do it for you. And there is nothing wrong with staying at a position and contributing for a long time, how pretentious of you to think everyone needs to climb the corporate ladder. In the words of the pre merger Kelly King "If you want to be a chicken, be a chicken. That's OK.".

Folks can try to rewrite history all they want, but the fact is that the toxic, backstabbing, mediocrity-as-the-standard culture that took over post merger was all SunTrust. The folks from Atlanta rode in on a wave of sl--e and deception and dragged all of Truist down to their subterranean level.

This has to be one of the most beneficial posts on this site to date. The Hbbt managers were the worst type of humans I experienced in the workplace and they need to be exposed. Toxic, lacking morals and integrity, dark triad personalities, you name it. You don't even have to be a perceived threat, it just takes one weirdo to set their eyes on you and then they will all group up....making up lies, smear campaigns, sabotage your work. It is bad. Also, ignore the trolls on here because it's likely them trying to divert attention from the truth their bad behavior.

Damn! Y’all have seen some sh-t

It’s about time everyone finally came forward and put this board to good use and publicly exposes SunTruist for the toxic and nasty place that it is.

Care at its finest.

@bg+1jjq4phxp, Appreciate the info. There are hBBT managers who do similar things, somethings that are outright criminal. I don't think the hBBT Leadership knew about it or whatever info they were given was Fraudulent. For me, this behavior was pre merger and attempted in a "covert" way even though I witnessed it all, then became overt when the merger was close to "completion". I saw this happen to people who weren't outspoken as well, They weren't a "threat" to anything. It was more like some evil ritual where the participants got some strange kick out of gaslighting and destroying an unknowing person. I witnessed all kinds of document falsification, even in scenarios that had nothing to do with eliminating someone. I had a VP flat out tell me he makes things up when questioning his treatment of a certain team.

Post from TheLayoff.com

And this entire time I thought I was paranoid or crazy. This is exactly what I experienced

Yes, I’m confident folks at Truist are badmouthing me in the industry.

Truist benefited greatly from my accomplishments. And, in the end I was penalized for it.

Post ID: @ay+1jjq4phxp

Is 100% correct. I am immersed with leadership meetings throughout my tenure with the firm. I have seen all different types of people leading the organization in numerous LOB. I can attest that there’s many toxic leaders now who do this to people. They don’t want top producers who challenge the narrative or advocate for themselves. They mob people with back door hardcore coaching tactics, saying this and that about your future if you don’t be quiet all while nothing is going on approval wise with regard to that conversation transpiring. They end it asking for your buy in to them leaving you alone as if you all agreed meanwhile you were simply advocating for your performance, calling out something wrong or questioning a narrative. They also document what they want documents to say and I wouldn’t be surprised if they backdate because you aren’t granted access to their documents by law. Now maybe you’ve been a problem always. Don’t think that there’s good leaders left here, it’s few and far between who stay in this type of environment. They then ask others to align their documents similar. All while bad mouthing you to competition connections and also interdepartmental lateral moves being cut off. They orchestrate everything like a mafia, Suntruist tactics at its finest. They have meetings trying to coordinate you out of the business even if it takes interdepartmental coordination and time. Cutting off your pipeline, sidelining you with extra work if you’ll take it thinking it will make things better, going around to your team and creating walls and problems to document. Cutting off partners who will no longer coordinate with you to get your job done in an efficient manner. Talking up a narrative about you to other senior managers in different departments to cut you off while they hone you out. They don’t want high production expectations and they don’t want feedback or accountability, they want mediocre performers who don’t question the narrative and turn a blind eye to things and say yes sir yes ma’am. The bank has gone so far downhill and don’t think you’ll get anywhere with trying to convince yourself that you can fix this broken organization. Get out quickly and quietly while you can. Don’t tell others what you’re doing and don’t say where you’re going to your colleagues, manager or exit survey and don’t post anything about where you went until after your probation period there because they are known to pick up the phones and bad mouth false narratives across organizations.

@b3+1jjq4phxp, If you mean the person who doesn't give details is a troll, I can totally see that. If you think the people on the post engaging are Trolls, they definitely are not.

Don’t feed the trolls…

@ay+1jjq4phxp, I don't really understand that. You came here and voiced your experience when you could make a meaningful impact. I want to see how those who did these things react to the fact they were videotaped and recorded. See them lie their way out of that. Soon.

Sorry, I am not disclosing further details in a public forum.

@aq+1jjq4phxp, please elaborate. How did the mobbing take place? How was it inferred you were a threat? Did they slander you? I just want to know to compare it to what I saw for commonalities.

@ac+1jjq4phxp - No, not at all. Just ready for a change.

@aj+1jjq4phxp, a "threat" how? Because you knew too much about too many people? Because every attempt to setup/frame you failed because you were aware they were doing it? Or did you get labelled a "threat" because none of the Kabuki theater worked?

I don't actually know if I was threat, I just know everything i mentioned above happened, among other things.

Totally agree - I was mobbed for being viewed as a threat to others.

@a5+1jjq4phxp, Sound advice. One cannot do this when being spied on. They will be contacted before you get to your appt and paid to not help you by the same company.

@a4+1jjq4phxp - Consult with an employment litigation attorney. Several good ones in Atlanta, Charlotte and Raleigh

@a3+1jjq4phxp, In any normal environment this is sound advice. It is irrelevant when your "manager" has cloned your cell phone, put spyware on your personal devices, and illegally surveils you in your home.

@a2+1jjq4phxp - Agreed. When one puts their 2 weeks notice in, best not to tell anyone who you are going to work for. Update LinkedIn after one starts their gig with new company and do not burn bridges.

I have noticed that the teammates in the past and currently still here that show that kind of drive and potential are Driven out or mobbed (gang stalking/Zersetzung) by the type of people you are describing. They will "eliminate" anyone that indirectly exposes their own mediocrity. Here at Truist, i have noticed that mid-management and VP status teammates behave like gate keepers, preventing anything promising or worthy from moving up. This may be a reason that some teammate come in driven and end up apathetic. These same managers will actively prevent or discredit the person from being able to move to another company. (Which is illegal).