Don’t trust shi* USB management or HR gives to you. I got RTO emails/notifications within the Portland/gresham area a week or so before being called by EFCC upper managers telling me my position was eliminated because I was in Wa, OR, CA….. even after over a decade of dedication to USB. I have many people (in OH, MN, AZ, TX, NH, FL, WI, IL,…. Name it……… )within my department asking me for help prior to my termination date, wanting my guidance on their work because their lost in the process… and management wanting me to train people on my duties…. Oh yes, if you say so…., when.. oh, yea …. Haha, busy… Good luck upper management… I’ve been here for YEARS/DECADES and you think I can train a lax individual to be me in a week …. Haha ok…. when your direct managers can’t provide guidance and training to their current and/or new employees that are within EFCC for1,2,5,7,19,27 years of service…. But their still on the payroll because their cheap as they are within the cheap market….. Ok lol I can’t wait for the fines and sanctions for EFCC ahead in 2025! See what heads roll then…. I’ll take my SME knowledge else where! Give me my severance… Good luck, peace out! YOU GET WHAT YOU PAY FOR!!!
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You just summed up all the new “leaders” in EFCC as well. It’s just sad what is happening.
They replaced our senior leader in Merchant Payment Solutions with someone who, unfortunately, lacks both experience in payments and any prior leadership background.
This individual went straight from an individual contributor role to Senior Vice President overnight, and it’s been a challenging transition for the team. Our previous leader genuinely cared for us, showing respect, coaching us, and never hesitating to work alongside us in the trenches. The new leader, on the other hand, has yet to figure it out and morale is at an all time low.
Anyone else notice that a large number of these new hires they’re attempting to use to replace all the talent they just let go of are remote? No experience, no prior knowledge, provided lackluster “training”, and allowed to not be in a hub unlike everyone else. Make it make sense.
Revenue-generating roles are as vulnerable as any within the organization, largely due to unrealistic goal-setting practices. The finance team responsible for setting these targets does little to consider the key factors that drive sales performance.
You definitely shouldn’t have to train anyone, that should fall on management. However, the people that now have to take on those responsibilities are not at fault. It wasn’t their decision, rather sh*tty mismanagement from the top of EFCC from Reynolds. These layoffs affected all of us in different ways unfortunately.
THIS! 💯 %
Dont train anyone. Act like you are, but just give them a tidbit. Enough to make them dangerous. Make the training so vague and confusing they are worse with it than without. USB will call you to come back ! Keep the severance, and stick it to them good when they need you back. ( I.e. "Sure I will come back as a Contractor for $125 an hour")
Yep train the people that are staying and give a quick update on performance of current employees .
Do they honestly think that is helping the situation. Ignorant management that is making this decision .
Dont train anyone. Act like you are, but just give them a tidbit. Enough to make them dangerous. Make the training so vague and confusing they are worse with it than without. USB will call you to come back ! Keep the severance, and stick it to them good when they need you back. ( I.e. "Sure I will come back as a Contractor for $125 an hour")
The layoffs do seem about as well thought out as RTO. Which is to say, not thought out and poorly executed.