Thread regarding USAA layoffs

Don’t waste your time with that dialogue program. I used it a few years back and it wasn’t that bad, the HR person and my leader at the time at least listened to my side of the story and gave me some advice. I thought about using it again recently, but when I researched it, I discovered the program has been completely changed by HR. There are a whole bunch of things they won’t even let you dispute or question and you can’t meet with a top executive anymore. I heard that the executives complained and didn’t want to have to be a part of the program anymore , so now I can only meet with my Director, who happens to be a big part of the problem. It’s pointless. I’m stuck. The dialogue program is a sham.

I just had a dialogue too. The HR rep blatantly told me that she isn’t the decision maker so I didn’t need to explain my situation to her. She told me to go back to my leader and have him explain why. Just a waste of my time.

Everyone at USAA was aware that Wayne Peacock was a POS when they promoted him to CEO. That POS then hires or promotes another POS who will think and act exactly as he does. Example - CHRO Tamla Oates Forney, who then promotes and enables a POS like Julie Puchot, who is then enabled by the POS executives who work for her. It flows down from the CEO, and then the front line leaders must either conform or risk being labeled as troublemakers, and potentially lose their jobs. USAA is broken and the damage is 100% self-inflicted. They refuse to acknowledge or learn from their mistakes and their arrogance is the reason for the decimation of the company’s culture.

Um when did they ever help? Employee Relations is there for the benefit of HR/USAA not you the employee!

I was recently told by ER they would help me to go through the dialogue process and dispute my performance rating. However, the only “help” they gave was to schedule the meeting. How is that helping me? I can do that on my own. They didnt even say anything on my behalf in the meeting with the leader.

I was told by ER recently that unless the reported party is blatently violating policy there is little they can or will do and suggested I take it to either ask/hr or my skip level.

Shameful of you to ever believe HR protects anyone. They are in place to protect the company. You pour your heart out trusting them to fix your situation and they run to your boss and rat you out. Get a counselor if you need to vent. Becky has always looked out for Becky since her Bank days! She’s old school who thinks tenure means you get to demean others. One of the OG micromanagers of all time! She’ll throw all of us under the busca to save herself, and do it with a smile. Yall be safe out in these skreets!

You all realize HR leadership is reading this (from their cozy offices) happy that their plan is working. Everyone tried to blame Tamla, but Julie continues to be the one with an objective. Y’all owe Tamla an apology! That’s all I’m sayin’. Things will get worse! You’ll see when the next wave of people get their cr-ppy severance packages.

The ER team was making positive changes UNTIL the arrival of Julie Puchot. After creating chaos at the Bank, her poor performance and horrible attitude toward the employee population was rewarded with a VP job she was neither qualified nor equipped to perform. Due to her lack of emotional intelligence, her career path is littered with mangled HR teams and broken employees, and know this, without a doubt, she gives zero f***s.

I was told to stop reaching out to ER for solutions. They are useless. With zero power. We are just an HR ticket number to them now. There is no personal touch or real connection to them anymore. Please stop wasting your time running to them for resolution. Have you not noticed how robotic they’ve become. I wouldn’t be surprised if they were using AI, guised as an Advisor.

Another reason to unionize…? They are making it easy.

I’ve know people with several legitimate complaints and absolutely nothing was done about it. Agree it has totally changed, and is now worthless.

Julie and Becky are JOKES! No real HR experience! Yet they get to beat people down and force them out to save a few dollars!

ER leadership is more than a big joke; they are enablers who manipulate the facts to support EMG whims.

They do not want to resolve conflict. They want to intimidate employees to leave. My hope is that all of their nastiness leaves them deranged employees that they then have to manage. And once those employees start to attack members, the whole company loses. And if you think they are too big to collapse, think again. Consumers will take their business elsewhere.

It's all part of the HR strategy pushed by the management consultants on many corporate outfits these days: increasing automation and efficiency will guarantee a long slow grind of headcount reduction, so you really should not care about our invest in employee engagement - as long as you have sufficient levels of employee obedience and employee fear of unemployment.

Welcome to HCL...