So today I made comments on my Peakon survey. We will see if I am here next week! So tired of the values/meaningful work questions. How many others have managers who never tell the higher up’s what you have accomplished? A misguided notion on the managers part that any improvement I make means they accepted a flawed system and lived with it. Not all managers want to give credit where it’s due. So we lose good people and keep the manager. So sad.
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I provided feedback once and several ‘higher ups’ responded to me. They kept commenting on what I wrote (I assume trying to find out who I was) and even tried getting me to request a meeting. After that I never left any comments again. Just pick ‘I don’t understand the question’ or ‘not relevant’ and submit.
My parents always told me if I didn't have anything nice to say, don't say anything. That's how I usually start off treating the pukeon surveys until my boss keeps badgering our group for not having enough responses. Too bad for her that my parent also told me not to lie.
Peakon is a waste of time. Nothing will change from it. The don’t care for our feedback, just the image of caring. The last time I answered it was when the dreadful 401k match change was announced. I responded to every question with zero, and put in why I won’t answer the questions on the future. You should have seen the condescending BS I got in response from 3 managers up. Eff BNY
: @1hhi+1lY56ivo - as a manager myself I can tell you that is not correct at all. The scores and feedback are absolutely looked at by higher ups .
Nobody is going to displace you for blasting them in Peakon. Quite the opposite. It’s an early sign that you’ll be leaving for free over the next year or so. You are validating Robin’s strategy.
As a manager I can tell you no one even looks at those Peakons except when an employee is flagged. What do I mean by flagged? Well it's 'anonymous' except that if someone constantly gives low ratings you get flagged as an 'at risk' employee. They tell you at risk means at risk of leaving, but in reality it means they are complainer and should go on the list to be let go.
@hdp. My guess is that you aren’t from Oriskany
And
You’re a manager who got low scores on your peak on survey.
Good to finally get the real back channel on Oriskany. Bragging about all of their work quality and accomplishments and apparently professional slackers.
Thanks @hdp, that’s kind of what I thought was happening there. All of those posts and absolutely no there there. Sorry, but I’d have to agree with Charlie and then Robin on these moves.
Oriskany? Pittsburgh is the sweatshop of the bank.
@scr+1lY56ivo - please tell what was really going on with that team . We were clearly in same dept but have different feedback which I find funny
@scr+1lY56ivo - since we were both same dept ironically I’ll drop some fun facts that you’re leaving out for everyone . Most people left because they didn’t want the jab, wanted to be wfh permanently or were let go (key detail here) because of poor performance or attendance. Employee issue. Not mgmt issue. As far as asking questions, are some mgrs cr-p ? Sure but not all. It’s not mgmts job to hold your hand because you ask same questions over and over when you’ve done same processing for 5 years. Again that’s a you issue not mgmt. and there haven’t been contractors in this area since before covid days. And fyi they were restricted in what they could do by upper mgmt and hr. Not your direct mgr. they also both got offers and declined due to distance and one wanted more than a supervisor makes but couldn’t do the work so there’s that.
A former loan admin ? interesting cause I am too and I have to laugh at your bs. Some mgrs sucked but I’m sure you’re aware a lot of the staff did without a doubt. Attendance issues and couldn’t do stuff they over saw for years . And contractors got offers they declined. Why? Cause they wanted more than mgrs and couldn’t do the work. Corny
8 people (including myself) left a department of 11 in Oriskany (loan administration) in about 2 years. The managers and supervisors treated employees like they were in high school, embarrassed employees and were condescending. These behaviors coupled with regular layoffs drove morale into the ground. The managers and supervisors were not good at managing people and did not know the definition of empathy. Management was good at piling on additional work from contract employees who were let go and laid off employees. They also resented being questioned and were defensive when they were called out on their mistakes. These observations were made after 10 years in Oriskany.
It's proven that in most cases, people leave companies because of their managers