They are out. We are being told to not share with our managers because our leadership is not happy and wants to talk through in a higher Q&A. They told us not to relay the information because it may greatly affect the retention of our areas and they first want to talk through things on behalf of our region to the company. They said the later we tell our managers, the more likely we will have staff going into Q1 2025. Will top performers be paid for their hard work individually based on a defined set of standards or will it be discretionary politics with nominations? Will entire teams be paid for the performance of one top performer while they sit back (one team scorecard)? Will teams be paid based on a subjective opinion of a customer who’s not qualified to evaluate the industry but likely upset about bank fees, loan declines or the bank as a corporation and you can’t dispute the reason? (VOC/OSAT pay).
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Post ID: @tnq+1vNEzf69
Is clearly clueless. The OP has retail as LOB in the heading. And FYI the retail has continued to increase sales and not offering pay to achieve it. They only resort to fear and shame as tools for managers to achieve these sales.
What LOB? And are you saying the 2025 incentive plan is getting worse? If they are pushing for higher sales, wouldn't they increase the incentive?
My leadership said the same. My leadership said thank God BBT Allison is gone because she pushed for lower pressure/focus on sales. They said that they personally advocate for a higher sales environment. I’m assuming this means the changes coming may be more toward sales but I’m out of the loop compared to yall.