I'm genuinely curious why BOA keeps hiring people from the outside with no banking experience for management positions when there are so many qualified people who already work here and deserve those promotions? The lack of knowledge and knowhow from those brought in is patently obvious to everybody. Why do they keep doing this? I can't see the upside for the life of me.
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I know a coworker that applied for a manager position, everyone thought he’d get it, nope, a guy that was already a manager under the same svp got it and since it’s a small world he ended up talking to someone that we used to work with telling them he didn’t even want the position, now manages 2 teams under 2 different lobs
I remember working under an unqualified banking center manager that came from retail and was totally useless. It wasn't their fault they got put in that position but she fit the part. Imagine working at your job everyday and your manager is totally useless to the staff and the customer's. I would like to see more promotions from within . I think this would be better for everyone in the center. The employees working from within would have more knowledge of the computet systems and more aware of policy and procedures than some coming in off the street from Old Navy.
I also noticed a lot of people promoted were behind kissers. I have seen it all the time here at BOA. I also witness a lot of proud boys club here . This really is not the way to run a business. Whatever happen to being a hardworking, talented and being a strong leader. BOA only wants the ones that fits there club.
I have seen some people they have hired as managers come from retail clothing stores such as Old Navy, Urban outfitters, and other ridiculous line of business. One time an ex BOA manager came into our center and said she didn't know nothing about banking after she was hired from OldNavy. She said she lasted a year and was totally lost on everything . She failed audits and felt they just threw her in there with little training. She also said there were people on her staff that deserve that position more than her.
The background they have it that they have a pulse...
All of this hiring inexperienced managers has led to low morale in some branches. I have had customers come from other BOA branches that were led by inexperienced managers and had an bad experience. I feel this is an asinine way to run a business. The business model they are following is a joke.
They created an lame excuse to have someone come in from another line of business replace someone already doing the role. This person comes in with NO experience for the role. But they DID fall under the D&I model. BONUS!! And a gift for gab. YOU’RE IN!! Exactly one year from the day they shoved experienced manager over that new person went back to their LOB they came from. Leaving a trail of failed audits and mess behind. NEVER bring someone in that promises the world but has NO experience of what that world looks like. But you fit the D&I model that’s good enough right?
I am so relieved that I am not the only one who was thinking how these unqualified people received these management positions. I am all about being qualified to do your job and know it well. I have been here a while and seen managers have there subordinates teach them and tell them how to do their job. Some of these managers are useless in some branches.
Also if you give employees that know what they are doing more power they might be able to start pointing out mistakes by others in power and not be brushed off as easily, so why let someone that could jeopardize your position join your rank?
@ 1a1hENpY "If you can't be replaced, you can't be promoted". Sometimes, being too good at what you are doing can work against you.
You are too valuable to promote because all the deadweight losers aren’t going to be able to learn to do your job. So let’s hire someone that looks the ‘management’ part, extra bonus points if it hits the D&I quota.
Okay, that explains why they repeatedly hire people with no banking experience or leadership skills from the outside. I thought it was me but this is the norm. I have seen so many inexperienced managers come in from the outside and fail bank audits because they don't know what they are doing. A lot of them become overwhelmed with the job and quit. I don't know how anyone can come in and learn our system and train others with no knowledge or experience in banking.
When the company is growing (or the LOB takes on new projects) they might hire more internal candidates if they posses the right skills and they know the right people. Remember, it's all tribal and knowing the right people beats having the right skills.
For the last 12 years it was all about consolidation, restructuring and streamlining processes. Their main interest was to get rid of staff and get new bodies at a discount, if needed. It's open season on legacy and 50+.
Dream accordingly
Purposely designed to demoralize the existing employee base, especially those age 50+. Then hire a replacement @ half the cost. Promote the incompetent outside hires as long as they are "yes" men. Promotions are gifted to political connections, not skills, experience, competence. "It's a big club, and you ain't in it" - Comedian George Carlin
Background not important. Hire externals with the authoritative voice to sell the changes which they really know nothing about. Just repeat and repeat. Hire as SVP instead of giving frontline employees the chance. Better yet, hire and promote after 6 months to SVP leaving others with years of service waiting as they manage their career. Standard operations to leave the front line staff in place so SVPs take all the credit and climb their career. Just need to be able to have great memory skills and speak in that authoritative voice to make the sell. Remember to summarize those talking points that are published.
What sorts of backgrounds do these people have?