So...Serafin's departure email just hit. Was in there for less than a year, and just moved to San Antonio. Clyde left a dingle berry of a mess from Op Model AND move to Guidewire. If you objected to the simultaneous switch, you were labeled as "not a team player". But when you watch senior officers leaving on their own, it is acceptable to not be a kool aid drinker. Here we go again with switching gears/strategy as new 'direction' is given. A years worth of work thrown away. Missed family events were for nothing.
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@ph you won’t find anyone in the company to hold USAA to its mission because it was never put into the company’s corporate charter. USAA files its quarterly financial reports on time to FFIEC and FDIC because there’s a legally formed teams and obligations to do so. But there’s no mechanism to hold the management and the associates to its said “mission” because there is no legal recourse to not upload its mission. If you look up Google’s “Don’t be evil” lawsuits (there were two), you’ll understand why company never included its mission in corporate charter to begin with.
Don’t believe me? Apply internally or externally, get to an interview round with an actual hiring manager, ask how he or she can be sure company’s mission statement is practiced and enforced. You’ll get NO for an answer because there is none. You’ll see it on the website and internal slide decks. However, that’s just a show and tell. No accountability = No trustworthiness.
Perhaps that’s why we should stop sacrificing family time for the so called “mission”. There’s no evidence the leadership even give a fu-k about the mission so why should we? Layoff will come to you regardless whether you give 150% or do the bare minimum.
You know they wanted a scalp and since Mary Beth and AD are gone you have to find somebody else to take the fall for Guidewire.
@da That post was responding to the reality that people don’t always feel safe setting boundaries on expectations, especially with layoffs happening 3 times a year (next round set for late Q2 by the way). After the January round of layoffs, our AVP said flat out, since we’re all salaried, we all need to be available at a moments notice.
@cr how does an EXTERNAL search end with someone who is already here getting the job?
And explain the boxes being checked.
@bn this dude’s reading comprehension needs work lol. A post you are responding to said OP needs to manage his expectation not executive’s lmao
Irony is, data from Member Value showed a 50%+ increase of member complaints. Sean was in the role for 7 or so months. It's due to Clyde's changes. Oh - you know who the EC member is in charge of MemVal? Yup. Clyde! There are backdoor politics in play to get Gloria in the slot. Gotta check those boxes!
@b9 really? you do realize how bad the job market it, right? you do realize that it’s taking people almost a year to land a new role after being laid off. So try telling your EMG to lower expectations, you’ll be on their S list real quick.
USAA is toxic for this exact reason. I was unable to work more than 8 hours due to caring for elderly parents, coursework I was taking for my role, and medical issues of my own. I was fired for it. That company is such a dumpster fire I don't know how they stay in business. I thought that from the minute I started but thought I would be helping make USAA a better company. After 3 years of feeling like I was taking directions from the Scarecrow on the Wizard of Oz I had some serious health issues come up. I came back from leave and was fired for spurious reasons a little over a month later. Not surprisingly, my health recovered after leaving...
If you miss key family events for work, you need to do a better job at managing expectations. You can always get a job, but you can’t rewind the time.