I am greatly disappointed in this company and could not recommend it to anyone. We can’t keep staff, we can’t provide equipment on time to new hires, our training is poor, and afterwards manager support disappears. I’ve been here almost 10 yrs, and I don’t see any reason for staying. It’s gotten to be dehumanizing.
Well said, @1enc+1qIxHVDP.
Now some of you know how the UnionBank folks were treated, surprisingly by some of you all, I am sure. So stop whining.
I've been in management TTUS survey meetings. Management has a good laugh. They only care that the survey has been taken and nothing about the results. Management knows what the issues are, they simply don't care how you feel.
Do not take the Talk to us survey, it will only boost their Engagement scores. Even when the feedback is lousy, they boast about the ENGAGEMENT. Ignore them
The old men are leading the company to obsolescence.
Such hard work by so many to pull off Union Bank (senior leaders are clueless just what it took),…. Bonus funding is very low…. merits low again…. And the cherry on top RTO. LET THE QUIET QUITTING BEGIN, and ACTUAL QUITTING.
"Take the TTUS and let them know how you feel..."
I literally sat in a leadership meeting a few months ago where we were reviewing the results and I was offering input as a new leader and how I felt prior and how I know my peers felt, I was told that employees are just whiny and need to su-k it up. They didn't want to create a plan to fix things but instead chose to just not discuss the results with the teams.
RTO.....Sounds like it's a way to make people quit instead of laying off and giving severance packages...
I worked at USB for more than 10 years. Every person I know that has left has ended up in a better situation (including myself). It is very easy to get trapped in a job, but ripping off that bandaid hard has such a good payoff. Even if you have to make a big career change. Just be deliberate in your resume and networking, then make a thoughtful decision on where to apply. But don’t just give up and stay. The work and management culture at USB is complete garbage now. The compensation is at the bottom of the market. Very different than the Richard Davis days.
This RTO policy assumes employees have something to lose if they don’t abide by it, and they are making it part of performance reviews like those have effectively done anything for anyone in years.
They have not comped well for existing employees, merit has not kept up with inflation for a long time and bonuses are underfunded this year on top of that. Getting a good rating doesn’t mean they give your manager more budget to spend to reward, just means a manager has to rob peter to pay paul from within the same team. But with layoffs every October, there are no underperformers left that you can justify taking budget from to reward overachievers. So yeah - what does it matter if you dont come into the office and you dont get an exceed rating?
Plus, promotions are almost non existent - so it’s not like a poor review would prevent a promotion. Oh, and with promotions it’s usually done through a new FTE being opened - which hasn’t been happening in years. And now with the hub markets what new FTEs do get opened will likely be in-person only, so if you’re remote you either need to be willing to move, or if youre holding onto remote but near enough a local office you have to trade your slight increase in pay for the cost of going into the office.
Been here 10 years - and since COVID things culturally have been exposed. The “Do the Right Thing” is a joke, and DEI is only when it’s convenient and financially expedient. To the original post’s point - its dehumanizing that the leadership makes choices and then in the pdf guidance doc - which was clearly guided based on the outrage from their RTO attempt in 2022 that went poorly - they make all the managers the patsy’s for answering questions that no one has an answer too.
The Bank is in a tailspin culturally - believe nothing, trust nothing, and do not do more than absolutely necessary to keep the paychecks coming every two weeks until the market opportunities come up for you to look elsewhere.
I haven’t taken TTUS Survey for a couple years because they do identify you. Not worth it to spill your guts and get targeted. Not a happy camper with RTO. Some of us have long commute times and are dealing with certain limitations. The bank management does not seem to care.
The call ticked me all the way off. It made me look at the managing committee completely differently and not in a good way. Ha! I haven’t rolled my eyes and sighed that much in ages. It is what it is though. I’ll be taking a step back and deciding if USB is for me going forward.
RTO is all about values of retail office space plummeting and a desperate attempt to bring them back up and nothing about collaboration or the other BS reasons management provides.
Durong Covid, employees in bank roles and in all types of industries proved that they can work very efficiently and effectively being full-time remote. If banks and other companies were really concerned about cutting expenses, they'd have as many employees as possible working full-time remote with bare minimum office rent to pay for required on site places (such as bank branches, bond operations, vault groups, etc...
To the poster telling people to "grow up" -- while your comments probably seem right, you totally miss the larger point. Think about what this says about the company and the culture they are promoting, and then think about the kinds of people who this approach will attract. Not exactly a breeding ground for top talent. USB has been losing talent since the inept AC leadership regime took over, and the stock price reflects the consistent poor leadership decisions and deteriorating financial performance over the years. So, while you can talk all you want about USB's right to enforce RTO and other unpopular decisions, you have to deal with the fact that the bank, like any bank, needs engaged and happy employees to carry out its mission. And USB under AC and his goon squad have shown repeatedly that they believe employees are disposable and largely irrelevant to how they operate their business. Remember when TTUS used to be a thing? And when the results got so bad, they just stopped using that tool. What does that tell you about this leadership team?
AC and the incompetent McKinsey consultants in the C-Suite should be removed, and replaced with new leaders who understand how to run a bank and create loyal and engaged employees. #FIREAC
Take the TTUS and let them know how you feel...
Everyone has a choice about what’s best for them in both work and life. If RTO isn’t for you, find something else and call it quits. Whining won’t change the bank’s RTO plans. Enough with the “it’s not fair” comments. Life is not fair, deal with it. Look at this messaging through this lens: those that choose to complain about RTO or choose not to RTO will eventually be weeded out and let go through disciplinary means, meaning fired without severance. I’m sure this is the bank’s plan to reduce cost naturally, without a big reorganization or large-scale reduction in force. You are an at-will employee, the bank is your employer and can dictate where/how you are employed. Facts, not opinion. Grow up.
These old men deciding for younger generations like they don’t understand the world has changed over the last 4 years but they are still trying to pull us by the hair to align with their old ways of thinking. It won’t work. We think differently. Generational shift.
It was hard to leave after nearly 20 years with the company but I did. The company slowly changed under Andy, call it cultural death by a thousand cuts. Only after leaving for the desire of a better culture did I realize just how far USB culture had gone. The company is no longer about the people, it’s about profits and politics. You achieve the latter via the former.
It’s a shame so many good people are doing anything but the banking work they were once passionate about. However, there are many places to go so don’t waste your precious time in the rut of USB.
Find a new company, don’t settle, don’t fear the supposed insecurity USB leadership instills in anyone leaving, and rediscover the reality that work can and should be enjoyable.
this reminds me of when Jerry Grundhofer came from Cincinnati and declared that email wasn’t necessary, they utilized ‘broadcast faxes’. Similar, small thinking
Email won, Remote working has too. These little tantrums from USB senior management are very revealing. Not big thinkers, this group
Agree, it was an absurd call-confirms that there is no modern management here.
I'm not sure if you were on the leadership call yesterday afternoon but dehumanizing is the perfect word for it. The way Andy spoke on the RTO like he was scolding children. Acting as if people are not working, as if the issue is not being in the office instead of the bank cutting every single corner they can until we just can't make things work for them anymore. I have a staff of one! They keep asking us to do more with zero offer of more FTEs and if my one employee decides this is all too much, these tasks are left to me. I have been with this company since 2000. This feels exactly like the horrid Grundehoffer period. I honestly don't know if I can go down that road again.
They also kept speaking on career paths, women in leadership, blah blah blah. My male boss has zero interest in discussing career paths and acts as if I'm being a pest when I try to discuss it.
You can cut and cut and cut them talk about creating career paths. You can talk about being innovative and then shove people back into the same mold. You can't take away space and then say, everyone back into the office. You CANNOT ACT AS IF SOCIETY HAS NOT FUNDAMENTALLY CHANGED, AFTER A TRAUMATIC 4 YEARS!
I'm not one to want to stir the pot and usually go with the flow but these old men driving the ship need to open their damn eyes or us employees need to organize and work on a plan to help them see the error in their approach.