Thread regarding U.S. Bank layoffs

@ea Absolutely correct. GOONjin and her incompetent HR cuck are dismal failures.

@ee you could tell they were rattled by the TTUS responses to, "I wouldn't recommend USB as a place to work." Hopefully people keep responding to that one negatively until it's like less than 20% of employees would recommend this as a place to work.

How could anyone in good faith recommend this dumpster fire of a company as a place to work? It was low pay and low prestige even before goonjuice, but at least we had understanding leadership. Now it's a low caste, terribly led company.

I'd never let my kids apply to a job here. Good luck building towards a future when they fu-k over employees any way they can and ship as many jobs to india as possible. At this point I wish I would have built my career elsewhere instead of giving over a decade of loyalty that I now deeply regret.

@ea Trust me, those of us who aren't people leaders and actually have rock star managers know where the real problem lies. Except for the last TTUS (which I just didn't bother to fill out--it's not like they ever LISTEN, or I'd be FT Remote again), the one thing I made sure to do was ensure my immediate managers got the high marks they deserved. I saved my vitriol for the nonsensical policies being pushed from the MC.

@e6 Why should the manager get canned?

@e6 maybe it's because some of us managers want to pursue accountability, as much as I hate RTO, but when I tell my leader, they tell me to hold off and give them more time.

Maybe some managers like me are tired of seeing yet ANOTHER failure by HR and CEO. They are handing out a new "Framework" for managers to follow. And in this slidedeck for the framework, they are justifying by saying "low TTUS score means it's the managers failing". The CEO can't get herself to admit that the dying culture is them. They found some mckenzie way to shift the blame "low motivation" on managers, not the MC. I am begin serious here.

The level of incompetence in HR and the MC just blows my mind.

@cw Your manager should get canned for that.

I know of someone. PIP then termination.

We were told non-compliance with RTO could lead to termination so I wouldn’t be surprised if it begins next week or the end of the year.

@d3 I don’t the the terminations will begin, but I think we’ll see some new faces in the office next week

@d2 my team has been speculating that the terminations will begin after reviews for those not coming in at all and those with less than 50% but still do come in will get the dire warning.

The push for midyear reviews seems much more aggressive ... Rto is definitely driving it. Most of us in my cubicle hangout are speculating that anyone who hasn't met the stats is going to get a big warning in the review. I guess we'll find out after this week for sure.

i was going in casually but stopped in the winter, haven't gone back for months, just got word form my leader that something is coming of way of a push on people that havent been adhering, which aligns with our mid year reviews soooo just a hunch something is coming, but im still employed. Haven't been reprimanded other than a slap on the hand once? maybe twice?

It's unclear what the consequences are and I've never heard a sufficient answer.

I left over 2 months ago. Management knew I could not possibly go to a hub so they worked on setting me up to get fired -- after over a decade of employment with great performance reviews with raises -- that went by the wayside and replaced with more to do, I simply could not tolerate the abuse. US Bank USED to be a great place to work, but abuse occurs slowly over time and strategically. Recognize it, don't get used to it. I planned my escape and I am out, best decision EVER!! Additionally, US Bank fails to recognize that the employees they send packing are also their future marketing representatives. I don't bank with US Bank and I will never recommend their services.

Here's how this works:

RTO is not an official US Bank policy. Nowhere will you find this committed to policy. I'm assuming that's creativity to avoid potential legal issues. RTO is an 'expectation' is how HR describes it, and HR does not 'enforce' RTO (they will claim). RTO is, "enforced by the business line."

How this works in practice: GOONjin, tells her camp commissars, "I want my slaves in office 60% of the time or else." Then they turn around to the leaders below them and say, "60% or else all slaves need to take teams calls from the office." And these metrics are aggregated by team/org/business line.

SO, when they have their clown parties (leadership meetings) they report on the most crucial metric to US Bank (of india)'s future success: RTO percentage (slaves in cubicles). Individual leaders will get reprimanded by their bosses if their org does not meet the 60%+ goal. You have to remember, RTO is part of every leader's performance goal too so if they push back by not enforcing they will be reprimanded/fired/forced out. There are no leaders I'm aware of in this company willing to do that.

AND, that's why the repercussions vary by business line. There is no clear, uniform approach to handling this. It's all deliberate and on purpose.

Most likely scenario, anyone who refuses will be terminated for failure to adhere to expectations. Don't know of anyone who actually got terminated yet though.

I haven’t made 60% since the start of this ridiculous new requirement. Last year I was showing up 9-10 times a month, never 11.

Still looking for serious answers as well..Not accommodations, just where people do not make 60%. My manager says there is no guidance overall on topic.

People leader who was remote (30+ miles from hub) and forced back into office. Currently working on getting an accomodation due to medical issue, but it's a lengthy process!

It's kind of a painful commute, but it is nice to see people face to face (most of my team is in MSP). Really feel for the folks who were forced out because they lived too far away to commute.

I refused. Still employed but no career growth. Few others refused. They are no longer with the bank but happily employed elsewhere. I have more respect for them than our management who did not have the spine to push back. I do not view them as leaders now.