Thread regarding Truist Bank layoffs

you are naive if you trust the ba----ds

Another manager here. I believe one of the main objectives of a manager is to do whatever you can to help your teammates grown in their careers. If you have someone on your team that is ready for their next role you should help them any way you can. This is part of the regular conversations I have with all my teammates.

I fully expect I would have already talked to anyone considering another role before they applied. Nobody on my team is going to try to hide something from me as they know I’m there to help them.

Regarding the internal position question - yes managers are immediately notified. It’s also my understanding managers have to approve a transfer to another team if it’s a lateral move. If the move is a promotion to a higher salary grade then the manager can’t stop it. I personally don’t think a manager should have to approve any desire for a teammate transfer if that teammate is looking for a change.

@dh Managers may not always act in a teammate’s best interest. Teammates should decide if they want to involve the manager; if not, notification occurs after an offer is accepted. HRneeds to be proactive in suggesting and enforcing policies that prevent unnecessary negative teammate experiences.

Manager here. If someone on my team sees an opportunity that my team doesn’t offer, I support them all the way. Yes I’d like to know beforehand but I understand the hesitancy of telling your boss you want to work in a different dept. Sad how this conflict of “management vs labor” has diseased Truist.

If you like your job and respect your manager, let him or her know that another job has caught your attention. You want to talk about it, get their view, etc. They will respect you for that.

I’ve never fully understood the rationale for notifying managers so early in the internal hiring process. It would make more sense to notify managers only after a candidate has accepted a signed offer for an internal role. Employees should be able to explore internal opportunities without risking backlash if an offer is not extended. If someone chooses to inform their manager earlier, that should be their personal decision—not a required step.

To me, the current practice discourages internal mobility and undermines a culture that promotes career growth. Restricting transfers may be reasonable if an employee is on a performance improvement plan, but outside of that circumstance, early manager notification feels like unnecessary managerial gatekeeping.

They will get a notification after application sent. The best way to approach this is to discuss with your manager before applying and explain reasons for exploring a different position. Normally it is required to be in a role for at least 12 months (maybe 18?) before applying, so consider that part.

It should be a smooth process. But if your manager is vindictive and sees you as a tool for themselves, it may prove to be difficult if they have so much influence to prevent people from moving.

And this is coming from someone with a distinctive impact rating. I wish you luck though.

fyi, policy says you need to inform them before you apply. IDK if/how that is enforced, probably depends on the area and manager.

It is not confidential. Your manager is sent an email immediately after your apply on Workday notifying them.

@OP That's a tough one. Do you trust your manager?

At any other place it would be straightforward and your manager would support it. Here, managers will "retaliate" for no reason, bad mouth good teammates, and sabotage people after they leave.

With some managers here the guilt and corruption is so strong, they lash out whether the teammate is aware of it or not.