Underpaying your employees doesn’t make you cost effective, it makes you short sighted. If you don’t pay your people what they are worth, someone else will. I think you’ll find when your best people leave, it’s not them. It’s you.
11 replies (most recent on top)
Post ID: @g0+1jnwbyxvk I heard from coworkers and reliable first-hand sources this is what happened in the Risk Management Dept. in December 2024. Surely, the same scenario has happened in other $hitibank departments for years.
A Svcker was hired to begin working in $hitibank in November. By mid-December he Quit for greener pastures, Chased the Money, and did Not take COO Anand's Bull$hit Townhall inveigling feel-good Bull$hit speech LIES "Don't Chase the Money". He lasted only 6 Long Weeks! LMFAO!
This former $hitibank New Hire-Svcker Quit $hitibankafter only 6 weeks on the job for a Real Job at a Competitor making US$250k to $350 as a Director ! LMFAO!
From your Post, you need to include in addition to $hitbank paying Salaries way Below Market Rate (e.g. instead of a minimum $250,000 $hitibank will pay you $150), $hitibank will also pay you in Free Pizza and Monthly Birthday Cakes (that You can NOT use to pay for your Mortgage/Rent, Electricity etc.), Pot-Luck-Lunches (Svckers-Employees pay for the food so that Moochers can eat for free because there's NO Money for $hitibank sponsored lunches. That money is reserved for CEO Insane Jane's Undeserved Salary and Bonus, and also for her Undeserving MDs/Ds) !!!
Its a cleaner post without the:
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Post ID: @rt+1jnwbyxvk Even if it's a LinkedIn post, it's still relevant and poignant about employers, especially Citi.
@q6+1jnwbyxvk
This is a linkedIn post copy\paste.
“🔖 Follow Justin Wright for more on leadership.
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Brutal truths hit hard, but ignoring them hits harder.
12 brutal truths every employer needs to read:
- When your best people leave, it's not them. It's you.
- You don't have a remote work issue. You have
trust issues.
- Management that can't handle feedback won't
survive change.
- If your actions don't align with your values,
your employees won't trust you.
- Your diversity program is hollow if your
leadership team all looks the same.
- Underpaying your people doesn't make you
cost-effective. It makes you short-sighted.
- A toxic culture will tarnish your brand,
no matter how good your products are.
- Your customer experience will never exceed
your employee experience.
- Micromanagement isn't a sign of dedication,
it's a warning sign.
- Top talent won't stay if their growth
isn't your priority.
- Leading by fear creates teams that underperform.
- If you don't pay people what they're worth,
someone else will.
When you put your people first,
they'll put your customers first.
When you invest in your team's growth,
they'll invest in your success.
But if you keep drilling holes in your own ship,
don't be surprised when your top talent
starts looking for lifeboats.
The choice is yours:
Build a culture worth staying for,
or watch your people sail away.
🔖 Follow Justin Wright for more on leadership.
80 best cheat sheets?
Get them here for free: BrillianceBrief.com
Post ID: @g0+1jnwbyxvk Agree. I posted something similar to your post a few months ago.
"When I say “they have nothing to say”, I mean nothing at all. No comment, no feedback, no plans, no thoughts. So beaten down that they could care less about anything to do with Citi and can not wait to leave."
The "managers" think or believe that when their employees are suddenly quiet, have No comment, No feedback, No thoughts, No complaints, etc., the "managers" finally got their employees subjugated into submission and acquiescence. WRONG !
It means the employees have given up on $hitibank and are actively interviewing for New, External, Real Jobs Outside of $hitibank.
This scenario happens in personal relationships too. When one spouse or partner just gives up on the relationship, and stops complaining, making suggestions or comments. They have One Foot Out the Door.
Please be aware that Employers/Managers behave the same way when they've given up on the employee or when they know they're going the Fire or Layoff the employee (which are Not the same things).
If you suddenly notice that your Employer/Manager is Not giving you comments, feedback, work or important work to do (in other words, you're being given work/projects, but they're Not substantive work/projects), then you're probably going to get Fired or Laidoff.
Also be aware that All Layoffs are Firings, But Not all Firings are Layoffs Layoffs are only One type of Firings.
She won’t care, she’s being paid too much to care about any of us.
They say that the time to worry is when your heavy hitters go silent. I know some very heavy hitters spanning many different technologies. They all have nothing to say and they all are looking for jobs elsewhere. When I say “they have nothing to say”, I mean nothing at all. No comment, no feedback, no plans, no thoughts. So beat down that they could care less about anything to do with Citi and can not wait to leave. All of this of course does not even warrant enough concern from Jane for her to generate a slight shoulder shrug. She really believes that with Citi reputation, she can attract top dollar talent at bargain basement prices. I wonder how that recruiter conversation is to play out? “I know you currently work at company A for $250K, but come to Citi for $120K. Its awesome with free donut Fridays, and hey, you get a free mouse pad and badge holder.”
Trust me, Jane does not care. It’s all about what works for her, not you.
Post ID: @ak+1jnwbyxvk
You mean $hitibank and CEO Jane Boraxe selling $hitibank Snake Oil Bull$hit LIES.
How will she make her millions if she will stop squeezing employees and selling Citi silver ?