This company is so bad at determining who gets laid off. I know of so many people who were really good at what they do that got cut, and others who do the same work for similar salary that are terrible and got to stay. It makes no sense.
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Has Bridget started doing anything yet? You can only churn through people for so long....
Manager here. If I like you, I will keep you. If don't like you, I will cut you.
“ There needs to be a study on the culture of this institution. It’s the worse I’ve seen in my entire career.”
Says someone who obviously never has worked in retail or a startup.
@15b you are correct and can you blame them?? These people stuck with this dumpster fire thru mercy mergers and scandals. Then have to train people in I&P their jobs. The managers who are running the show are all new so they dont know their s!!t. These are also the managers who told the the people they are laying off to create procedures (which by the time they are used are useless because the manager who needed to verify dont know what they are verifying) as they are training their I&P replacements. Laughable and sad at the same time...
I’m alternating seeing people hoarding knowledge. The problem is the higher ips don’t know this and get rid of them anyway. Then no one knows how to do the work and the people left behind are sc--wed for a couple months.
Salaries absolutely play a role. I was a top performer, in a core location, and had significant responsibilities that no one else did, and still got let go before the bottom performers on the team who literally sat and twiddled their thumbs.
@pe this is what happens when you have a culture of - any day could be your last. People take their work into silos and don’t collaborate thinking if they are the only ones that know the ins and outs of said work there is less of a chance of being laid off. People are more extremely protective of their work and I can’t totally blame them in this atmosphere
There needs to be a study on the culture of this institution. It’s the worse I’ve seen in my entire career. People on my own team are uninviting and just sour with each other. I should’ve listened when a former coworker tried to warn me the worst of the worst resort to Wells because they’re not tolerated at great companies. Here, they thrive while management enables bullying and unprofessional behavior.
Salaries are rarely part of the equation. I've been told numerous times not to consider them. When figuring out headcount cuts to hit a budget number we take averages of the potential pool of people who could get cut. That then allows us to see how many bodies we think we'll need to displace.
If higher paid people are getting cut I'm 90% positive that there are other factors that are contributing.
That said, if you are making multiple cuts, the breakdown could be "cut 2 P5s and 2 P4s". If you have P5s, P4s and P3s, this would appear like they are cutting the most expensive talent when in reality there are other factors related to their levels.
lived it on my team - they let go of the top performers and kept the folks who literally do nothing 90% of the day. ironically, the top performers were all of the older folks on the team.
@OP See same things. Average or marginal people get to stay because they kiss a$$ and tell leaders what they want to hear. Its how you make the manager feel and less about actual work product. Also think they keep some long timers because they are compliant will do anything to keep there jobs. Many managers only care about themselves so they keep su-k ups who do their bidding.
Jokes on you, Shart doesn't care about talent. If he did, he'd maximize it with the largest possible pool of candidates. Not 5% of the possible pool that just so happens to live in specific S holes.
@am And that would fix the talent departure how, exactly? 😂
so very true, in my group we have lost so many SMEs that leave up scrambling for information… all for stupid core locations!
The bank needs to offer voluntary severance.
But they scream they want top talent lol
you know their salaries how?