Once TD stopped treating employees as a key element to its success is when things started going downhill. The company started ignoring some of the best employees and instead opted for bringing in outsiders to fill open management positions This made it pointless to try and advance your career from the inside. Now those who want to advance their career leave TD. That's our sad reality - if you want to progress, you have to leave.
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If TD was hiring the best and brightest based on merit alone, TD wouldn't be losing revenue, customers, and relevance year after year, quarter after quarter. Ergo we can conclude that TD prioritizes other attributes over merit during the hiring process. We all know what those other attributes are and trying to suggest otherwise is childish.
Well, we’ll expect big things from you since you were supposedly the best candidate in your humble opinion.
To the last poster: I cannot speak to your situation, but I personally am thankful that my leader intentionally sought out more women to interview, in a male dominated market. I am the best person for the job, but might have not been discovered if he had allowed mediocre sourcing.
Intentionally requiring diversity in a hiring pool is much different than "targeting non-white women". I appreciate that my leader knew the difference.
It started well before SM. Under RP, my weak white male VP made clear he was targeting non-white women for hiring and promotions, no doubt to ingratiate himself with RP. Funny thing is most of the women he hired and promoted have already left TD. Even they knew what a farce it was and only stuck around until they could find something better.
This is a main reason for low morale. No respect for existing employees. Not giving them a chance at promotions mainly due being the wrong age, race, or gender. Bring in clueless executives and expect the best and brightest to work under them? This drives our best employees to competitors. SM has no respect for long-time employees. He has created this swamp now he has to swim in it.
I observed the same thing. Almost all leadership positions given to outsiders based on interview performance over insiders based on actual job performance. Never saw that at any other company I worked for. I suspect it is due to the revolving door of outsider ELT members hiring their outsider friends to serve as their Praetorian Guard. The only reason you would do that is if you know you are incompetent for the position you were hired for and need protection from any long time TD employees that dare to call you out on your incompetence.
Don’t forget the genius decision to close the Dayton office and outsource