Especially around RTO. I am a manager. Trust me — none, zero, of your managers want to police RTO policies. No one wants this on their plate. It’s BS. BoA basically has HR make unconvincing and poorly conceived policies and processes, and then makes the low level managers human shields for their bumbling and incompetence. That is all.
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@5ouj+1rpZA2zo - agree, but any weed out needs to start at the Top, like Board level. The worst offenders are BTM DRs and it flows from there. Not all, but several are clearly "fake it 'till you make it."
Favoritism is rampant here. Our leader has an ego as big as anything and is not knowledgeable at all.
So favorites are the ones following his lead. It’s just insane.
There is so much going on that is clearly out of line and not part of the banks message. Oh wait, if it’s a favorite it’s ok to do what you want.
Nice
Needs a new revamp and wead out the people that are not knowledgeable in their role. Just along for the ride.
Managers enforcing managers... This place has devolved into a mere "dog and pony" show. I'm pretty sure senior management will engage in "attrition poker" tonight.
The CEO is a dinosaur. A boomer hanging on only for the $$$$. What BOA needs is a fresh, new, competent contemporary that is in touch with the world of today and can position this place as a attractive option for everyone's financial needs. We are in limbo now without any direction or a true focus on employees and customers. We need a new leadership model to grow with and an HR team that can weed out incompetency, cronyism and favoritism.
Problem is, many of the managers are not following the 3 days a week in office policy themselves so should they really be the ones enforcing it? Sounds to me like we are simply opening the door for more favoritism and inconsistent treatment between teams and even within teams.
OP, if you and other managers are truly the sole line of enforcement, what keeps you from not strictly enforcing and policing it? Or is HR doing all the tracking (reports of badge swipes/taps) and just asking you to be the muscle, issuing the threats for non-compliance? Otherwise, if you're responsible for the tracking as well, who will know if someone on your team only showed up to the office twice 3 of the last weeks.
@1rnw+1rpZA2zo that sounds almost like a challenge. I bet I can do less than you and still get M/M. Who among us can do the least and still meet expectations???
This is why I would never want to become a manager at BoA. That tiny bump you get for managing a team isn't worth it. I'm going to do just enough to get my M/M and stay band 5 forever.
This place has gone completely bonkers.
Managers are the enforcement arm of HR. What could possibly go wrong? Disparate treatment and interpretation of policies being applied to employees? Managers being disciplined instead? How do you discipline an employee without disciplining the manager who was responsible for enforcement?
While I’m sure you’re one of the good ones, some of us do have micromanaging managers whose primary concern is political maneuvering to benefit their own career and love wielding any bit of power they are giving to make themselves feel useful.
Not that complaining to them makes a difference either but… not everyone deserves the benefit of the doubt.
Probably because those who should be in charge of managing it….already quit this dump!!!
Got the email earlier this AM, managers now will be responsible for your teams workplace excellence via the workplace excellence manager dashboard. Compliance calculates on a 6 week period. 100% agree they just push this on managers with an already full plate.