Please provide your suggestions. They will be considered.
21 replies (most recent on top)
We’ve only received one good idea. Thank you @wys.
We in HR view the lack of complaints to indicate a positive experience for the vast majority of employees.
Please keep your suggestions coming and watch My Source in January for major announcements. I think that all of us, HR included, will be very excited with the announcements.
HR… you have some nerve coming here to “solicit” our ideas even as you work to prepare your heist of our 401K match. You can be temporary winners but Karma will catch up with you.
you guys instead of giving proper deserved benefits are snatching more to please your upper managers. Stop snatching from the employees first and apply the same to each and every decision you guys take. You HR steal from hard working employees just STOP doing that everything will fall in its place. The newest thing you HR have done is to steal the 401K money.
This is really amazing. Just amazing. HR soliciting advice for improvements with one hand even as they reach into our pockets for our 401K matches with the other hand.
This really does feel like HR has crossed a line that the Bank will come to regret.
I’m stunned by it.
It’s like we are giving an interest free loan to BONY. The bank is going to hold a balance of OUR money and invest it as they will and after the end of the year we get our money back. We don’t even get simple interest on the money that we’ve lent them.
Robin, can we send you our car keys as well?
There used to be a lot of talk of class action lawsuits for displacements, which was silly talk. Withholding money from employees for up to a year without even simple interest is a slam dunk class action lawsuit.
Change the branding of HR (Human Resources) to MW (Manager's Whip). Your focus is to take the manager's message, and then execute an action to the detriment of the employee. So why beat around the bush; your role is that of the manager's Rottweiler. Whilst at it, implement a new thorough policy, which is available to all in the organisation (not some obscure secretive clan-scripture) covering the MW process including the consequences of a dispute which an employee may have with their manager. The nett result is the employee will be without the job, whilst the manager may be promoted - so just make the pecking order clear and simple for all. Those old-timers - let them know their "burden rate" (i.e. years of service thus your liability) increases x amount per annum and therefore their salaries diminish compared to newbies. In your salary scale, put a little spreadsheet together for grades, with appropriate columns for men, women, colours, disabilities, etc - so we all have clarity of what's on offer before taking up employment This will weed out a lot of unnecessary HR headcount, and your shareholders will cough in their champagne....
HR managers should stop lying and covering up for senior managers, when employees formally file a complaint / grievance. In my experience, at least a dozen different HR reps/managers were involved in a cover-up to save a senior manager's reputation - which was to the detriment of the company. Shortly after I left, the senior manager was asked to leave as well....
For those of you who have been providing the thoughtful suggestions, we appreciate them and all of the right people are paying attention. This will make it a great New Year for all of us based upon your feedback.
When we decide we hired more people than we need, TELL us! Give us a timeframe of when we'll be ranked and give us a date when we'll be notified to say if we're affected or not. People don't like change but they REALLY don't like the unknown. And don't do it any more than once a year for each area. If you can't plan resources better than that, go get a government job.
Stop the forced BE rankings. I am part of a team of incredible people who all work hard and produce under insane circumstances, and every year, someone has to take one for the team. It's ridiculous. This year could be my turn in the fire. If it is, do I write a rebuttal or just take the hit?
Get new software for the perf evaluations, something that is actually easy to use and doesn't have a convoluted pathway to find the screens you need to complete - which really don't matter anyway, because you'll be a "meets" unless your name is in the wrong spot on the dart board.
The Peakon surveys are a farce. Some of us answered honestly the first few weeks. Then manager and manager's manager show up to tell us not to say anything negative, because THEY get into trouble. Everything is an 8 now, and I never comment. Nothing changes, but the upper echelons can celebrate the great engagement statistics.
That's what I'd tell HR if they were actually listening.
Get rid of the stacked ranking system. Jack Welch thought it was a great idea at GE in the '80s, and look where GE ended up. Even they have scrapped that archaic review system.
It might work if you really have terrible employees on a team, but what about teams where everyone is a producer? You're telling managers that they have to pick 10% of their team and tell them they suck, just to meet your metrics. That's not leadership, and a company that treats its employees that way is mired in the past.
Every time the Peakon survey asks me if I'd recommend BNY as a place to work, I give it a one out of ten. There's no way I'd invite anyone I know into a workforce with this kind of casual disregard for its employees. On second thought, maybe I should invite a bunch of useless people to come on board just so they can absorb the garbage ratings at the end of the year...
Your voices have been heard and HR is on the move at BNYM!
Follow us on My Source and watch your email for announcements in January.
@2ted+1jQ8y9LE You clearly have no understanding on how to build a work class organization. Stay in your lane
It seems like a lot of folks give HR too much credit for being awful. HR at most firms, including BNYM, have no real power. The department exists to do management's bidding and shield them from their own workforce. HR leaders are order takers like the rest of us are expected to be. They do layoffs the way management wants them done. They are not empowered to improve the performance review process. They communicate only as effectively as management lets them. If HR s--ks, it's because the company's leadership s--ks.
Thank you for your valuable input. To sum up you’re after a fair wage for a fair days work., career growth and “leading from the front”. and helping people to grow in their careers. Also there should be more information sharing.
Great organizations lead from the front and don’t try to copy bad firms behavior. Great people with dignity and respect even when laying off. Treat people like family.
Stop hiring based on whether or not they are friends who were let go from other forms and need a job, rather hire the best and the brightest and PAY THEM !!
Thank you for your observations and suggestions. Not surprisingly many of these are known issues in our organization. Your voices are being heard and we need to address these issues. Look for communications early in the new year.
Please, leave all of your concerns on the table. We want to address them.
Who's doing the considering? Enquiring minds want to know!
HR should provide Fried chicken, watermelon, grape juice at my desk every day.
HR gets their paychecks from the employer, their best interest is to protect the employer, HR can sc--w you in any second for their employer's paycheck. Don't be naive; we are not in elementary school anymore.
Stop treating people like they’re human chattel. Give a fair wage for a fair days work. Help people to grow in their careers. Stop acting as though you hold the power because you hold the information. Great organizations lead from the front and don’t try to copy bad firms behavior just because it’s in vogue. We spend more time with our coworkers then our own families so treat us with respect, with compassion. If you have to let people go do so with honor and dignity not cowardice and contempt. The people I’ve met at BNYM as some of the best treat them like you would a family member and watch them do miracles! Stop hiring based on whether or not they are friends who were let go from other forms and need a job, rather hire the best and the brightest and PAY THEM !!
it's almost 2023 , youve had plenty of time to improve HR.