At this point what is Truist doing to actually help its employees? In 2024 alone:
@3crk+1s6uXDPl
So why spend money on a brand new building at Truist Park?
Speaking of benefits being worse. I have worked at many companies and it was an absolute shock to see the prices for benefits here. I’m not joking the benefits here cost 4 times as my last job and the coverage is worse. What surprised me even more is some people pay more for the same benefits than others. Why should someone pay three times for the same benefit/coverage? It’s not like they get sick more or have 20 kids…. It’s literally the same. This is Truist passing the buck on to others…. Makes now sense.
Was relating to this until the last sentence…This crummy situation will pass and things will work out eventually
All this company has given me is stress..anxiety and depression to the point of thinking I’m better off dead.
I have been coming to office voluntarily through COVID. Until the notice about 4 day work week I consistently saw the same teammates. Now all of a sudden we get the people who don’t want to be here. The office next to mine has the LOUDEST person ever. I have earplugs in and still hear everything she says. I’m over Truist demanding things but not giving us the wherewithal to complete those demands.
Truist should get a reward for MICROMANAGING. All these so called leaders do PawPatrol all day when they can be helping their employees work cases or even take a call, but no they sit there and hawk watch the computer and send out messages.
TRUIST is fu--ing disgusting. This company doesn’t give a damn about its employees, it’s full of Narcissistic a-s people who call themselves leaders. This merger was a damn disaster. This 4 day is only benefiting the ones at the top. All ex employees that I have talked to, who have left on their own or the company got rid of them, say they are so at peace and happy. All this company has given me is stress..anxiety and depression to the point of thinking I’m better off dead.
Essentially what seems to be happening is that the COVID crisis created an empowered workforce that the C Suite has never had to deal with. This is the boys and girls with the big bonuses swatting back. They want to make sure we kiss the ring and say "thank you very much may i have another "
Maybe they should just come clean and say they need to do this to support all of the deteriorating Commercial Real Estate assets on their books.
A veiled way to reduce headcount?
"It wasn't that long ago that we completed the merger of BB&T and Suntrust. One of the largest bank mergers ever and guess what... we did that working remotely!"
LOL yeah, and look how well that worked out!!!
The Sapience software can easily be gamed by scheduling fake meetings on your calendar - it is a complete waste of money. And, the fact that Truist would steep so low to install this software on an FTE’s machine is just another sign and blessing that God did me a favor by getting me out of that place and to a better one.
negotiation with Sapience for the last few months to expand monitoring to all ftes to count keystrokes
They should monitor offshore instead. Of course, if they knew how to measure productivity in the first place, they wouldn’t need to count keystrokes.
Interesting article about real reason for return to office:
https://www.businessinsider.com/rto-policies-dont-improve-employee-performance-company-value-controlling-bosses-2024-1?amp
So as an enterprise tech teammate, we’ve been told that hr, corporate, somebody will be tracking badge swipes,, vpn access, and as a rac liaison I know for a fact sourcing has been in negotiation with Sapience for the last few months to expand monitoring to all ftes to count keystrokes. Big brother is definitely watching. And managers have no discretion on who is remote and who has to be “hybrid”. The logs will determine discipline. Not the manager.
I haven’t heard anything about how they’ll track office attendance
It will involve emailing spreadsheets back and forth with dire proclamations regarding how they must be completed ASAP or you’ll be reported to executive management.
I’d say my main concern and I’m sure others as well is the parking situation. The fact that it will cost almost 200 a month which is almost 2k a year just to park at Truist garage. I find it hard to believe that Truist does not own the parking garage or wouldn’t be able to subsidize it in someway. I know someone who used to work at Duke Energy and they subsidized parking for employees and they only had to pay $30 a month. With inflation and the cost of gas everyone is essentially taking a pay cut.
It wasn't that long ago that we completed the merger of BB&T and Suntrust. One of the largest bank mergers ever and guess what... we did that working remotely!
I’m a manager at Truist (SVP so obviously I’m super important.) I haven’t heard anything about how they’ll track office attendance. But if it’s anything like the other tracking solutions Truist has tried to implement, it will be a disaster with a bunch of unreliable and useless data points. I’m not going to sweat it.
First off, I would love to know what is not working. I mean what is the real issue with the setup we have now? There had to be a reason for the 3 days and now 4. Just tell us. It makes me trust you less when you come at us with corporate PR talk that says nothing.
The one argument that I can understand more than any is for younger people to learn and get to know more people early on in the career. While I am not sure i 100% agree with this as a reason for 4 days/week I could at least get it. Having said that young people are so used to distance communication and relationships.
There are so few people who can legitimately have an impact on hundreds to thousands of peoples lives. Imagine if someone in Executive Management was strong enough to break the norm and come out and say...our staff likes this arrangement, but some things are not working. I want to encourage maintaining WFH while finding creative/new ways to fix whatever they think is not working. If they lay it out like that and say here is the problem let us work to fix and it does not get fixed then that is another story.
If the concern is work is not getting done allow managers to lay the hammer on people taking advantage. If it is mentoring for younger/new workers then give us sometime to think of creative and new ways to work with that.
But again, hard to think of solutions when no one is honest with the problems. Better together, one team...what do they think happens in an office. You come in BS with coworkers for a bit then sit in your work area solo doing work and having teams calls....and the coworker BS is mainly whining about Truist or talking about something totally not related to work.
I have never been against going in from time to time, but I liked when it was for 'purposeful connection.' If you said to me everyone I work with will be in the office on Tuesdays I would be like cool. But here is the issue....almost none of my counterparts and the teams we work with are in the same office. I feel like that is the norm outside of your major metro areas (ATL, Houston...etc). The other kicker for those teams spread out pretty sure bank is not gonna pay for a quarterly in-person meeting...soooooo explain that.
This is not 2018 when a lot of teams worked in the same areas.
Guessing this won’t be a leveled playing field with “hybrid” vs remote work. There are definitely folks who moved out of their immediate footprint/location and had their status changed to remote. Now their “hybrid” team mate has to go to office more.
My issue with RTO 4 days is that in my LOB (Mortgage) leadership grants tele-commuter status to a select few they deem worthy while the rest of us are required to come in. The rules do not apply equally.
*managers that moved during COVID are WFH
*Underwriters are WFH
*People who are favored are WFH
This causes bitterness and resentment and definately does not foster a harmonious working environment, especially when those forced into the office feel they are being punished.
This is my experience as well! So freaking strange. These b-ms can’t even make eye contact. Sad people.
They need people in the office that they can ignore as they pass in the hallways while the fly back and forth on their private jet . They need to see our misery to feel good about themselves. . Bunch of megalomaniacs
They need people in the office that they can ignore as they pass in the hallways while the fly back and forth on their private jet . They need to see our misery to feel good about themselves. . Bunch of megalomaniacs
"Truist does not seem to care about employees and work life balance like they claim"
Correct. The arrangement:
Once one of those are not true, the arrangement ends. Care / happiness only matters to the minimum level the employee will continue to do the thing well enough that 3 is still true.
Enterprise Tech, being in the office is awful for productivity. On teams meetings and being asked to mute myself due to background noise. Have to find a huddle room for privacy, those will be impossible to use if the office is at full capacity. We're told 60% of teams should be offshore resources, how does that instill in-person collaboration? Steady whittling of benefits, axing pension is likely next.
It depends on your manager. My chain of managers are yes people concerned with their boss and not their team. Message received.
Truist does not seem to care about employees and work life balance like they claim. I definitely believe this is an attempt to have people leave the bank without having to pay the severance or layoff. There is a post on the source with many comments but as we know from the last time they changed RTO policies it didn’t do anything. I highly doubt executive leadership even read all of the comments. We need to do something more, something bigger than just complaining on an online forum. What about some type of protest? To have our voices heard.
Have managers heard how this will have to be enforced?
If managers continue to be given the leeway to use their discretion then I am not too worried as I feel mine will be fine coming in a few hours a week. But if it is being taken out of their hands then that is a different story. I lean towards the managers will have no say as they make such a big point about tracking us. I wonder if your PDP will have a section that says employee came into the office X% of the time and then you are now allowed to get incentive or something like that.
@1gci+1s6uXDPl confirmed network tracking. Supposedly contractors have/will get full big brother screen and activity monitoring, hoping that doesn't spread to fte.
They had their chance during and post Covid to renegotiate leases. They didn’t. And now they are embarrassed. They could be saving a ton of cash right now. But instead, they are going to burn it.
Post from TheLayoff.com
I heard they were also going to monitor your login info from the office. In other words, you swiped a badge but were you on the internal network or were you connected via vpn. I’m sure there’s a more technically accurate description but that’s essentially what I heard.
Hahahahahahaha
Get in there you tiny slaves !
https://www.businessinsider.com/rto-policies-dont-improve-employee-performance-company-value-controlling-bosses-2024-1?amp
"Ma's research suggests RTO policies may offer managers a possible scapegoat to explain away poor performance by blaming it on employees who underperformed while working from home.
'So rather than say the poor performance is because of the manager's bad decisions, they will try to tell investors, 'It's not my fault, it's the employees who are being lazy at home,'" Ma said.
"That's exactly what we found. We found that return-to-office mandates are more common among firms with poor stock performance"
Re: the comment about a story on the homepage, there is one. Many people have commented. Not that it will matter in the slightest, but I encourage people to let their thoughts be known.
Has anyone actually spoken with their manager about this? Mine has been radio silent. I am sure he prb has no idea how this will work. I am interested if they are going to be given metrics that they look for and the penalty for non compliance. Seems like this is information that they would have to share?
In regards to monitoring I assume the other monitoring is likely logging where you logged on (Truist office or remote on VPN).
I would think this is the most common as many areas do not have badge swipes. If you are in a shared building with other businesses your swipe is prb just to use the elevator or unlock a door. While I am sure the bank can access this data seems like it would be way more work than a VPN.
re: badge swipe monitoring. exempt and non-exempt people will be monitored. in the notification sent to the employees, they also said employees will be monitored in other ways as well. I'm wondering if they're going to be having home monitors now because I don't know how else they'll be keeping an eye on people in the office.
We’re unstoppable!
Too bad we do not have a story about this on the homepage. I guess they do read the comments so the best way to avoid it is to just not publish anything.
I also find it interesting how you never hear about the Pulse Survey results anymore. I can not imagine how bad they have been and I have to believe what they are doing now goes against every bit of feedback that they have received.
What’s the October 1st benchmark date?
Does anyone know if the "badge swipe" dictatorship style monitoring being mentioned applies to both exempt and non-exempt teammates?