Why are managers asking for feedback when they don't want to hear it? I share my thoughts, I make suggestions, and nothing happens. Problems remain problems and nothing ever changes. It's now a pattern where they ask, I answer, and they ignore it. Then why even ask????
12 replies (most recent on top)
Thanks, Elcio 🙄
Why am I working my a-s off when they do everything they can to make this place worse?
Sorry to see that nothing has changed since I left the bank last year.
People manager here. I plan to skip the next one. I will not ask my team to not participate but will also not encourage them.
I can't decide between continuing to give constructive negative feedback and boycotting entirely.
Both have pros and cons. I am starting to consider the good faith and ethics of the MC so much more compromised than I used to that I no longer feel safe being honest, so I'll probably just start to longer participating.
I used to be such a fan of this company and figured I'd probably spend the rest of my career here. Now I'm getting my resume out there, not responding to TTUS, and moving my investment and banking accounts to other institutions.
@dt this isn't it. The overwhelming responses are asking for things that are well within reason and within the MC's control. They just choose to do the exact opposite. As long as they continue to do this their scores will be low.
Boycott the TTUS in the fall. Lack of engagement is the only thing that's going to get us anywhere. I used to want them to actually year what I have to say, but after the last two and things continually getting worse I'm choosing not to play their game anymore.
@dt uff … probably the worst response I’ve seen on this site. Wrong on EVERY level.
Feedback is just that and there’s not bad or good. It’s information. Period. If leadership only acts on those that benefit them then they shouldn’t be shocked receiving poor ratings in surveys.
Feedback items will absolutely generate more work for the requester. It’s foolish to think otherwise.
You know the bank would be in a much better state had AC and GK (+ her Mo--n Committee) done nothing but followed along as-is to Richard’s setup.
If you’re not seeing positive responses from your suggestions then your suggestions probably aren’t valuable enough to spend time on, or they cost too much time and money to implement.
I’ve never seen a bad idea get leadership’s attention. However, I’ve seen nearly all good ideas implemented in some way or another. Implementation is never perfect though.
Give better suggestions that have provide value to your role. Be ready to take the lead to create the change using the resources you already have at your disposal. Your feedback shouldn’t be to create more work for other people or your leaders. That’s a one-way ticket to the trash bin.
Your direct manager is not the one needing midyears, and they can't bring about any actual change. In all likelihood your manager feels the exact same way you do.
Maybe if anyone outside of us bank is able to see how truly incompetent these managers are who are charge of so many people’s finances will make change happen.
Make the clueless, incompetence, morally deprived and corrupt managers viral and known?
This is harsh. I understand that. But holy **! It’s like these people were just picked up off the side of the street and put into these positions that affect so many lives of workers and customers.
I can’t be the only one thinking this!
After how this last TTUS was handled I'm done providing any feedback. I legitimately have nothing more to say to leadership, even my own. It gets passed up and then dies. They're going to do whatever the fu-k they want and they do not care if it makes us miserable. It's really an added bonus so hopefully they get some free attrition and can ship the job to India for pennies.
Stop feeding into a system that, time and again, yields no benefit to the workforce.