Everyone should provide honest upward feedback and HR should take these comments in consideration. Frankly, I wish it could be shared and reflected in the managers performance review. Yes, it may not be 100% but why should employees continue to manage their manager. That's just ridulous. We need real leaders, not one full of hot air! This applies to all levels of management, not just the top of the house.
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Sorry all but this is happening in all big banks. Overworked, underpaid, etc. i have at JPM who are working 12 hours a day on average. They are miserable.
Enough of the Monique revisionist history... “HR has no teeth since Monique left”... seriously?
HR has always had teeth, Monique included,. Those teeth always side with policy and the manager if no proven facts dispute the issue. I’ve seen it from both sides a few times, so take it to the bank, and it is the way it should be.
Everybody in HR would love to hand out pay raises, promotions, awards, but the hard part is delivering benefit cost increases, staff cuts, pay freezes and reductions, forced rankings.
Monique undertook ALL of these long before Charlie arrived on the scene. Let’s have some honesty here.
A company without meaningful measurable performance metrics is doomed to fail
Headcount, gender, race have nothing to do with actually accomplishing something that generates revenue.
Digital group is scam
HR has no teeth since Monique left. The dept turns a blind eye to the bogus performance reviews and mandatory BE ratings. Managers just do whatever they want without consequence. That’s prob gonna get even worse with Charlie gone. It’s like the Wild West and the sheriff left town a long time ago. I cringe when I think about how many racial and s-xual discrimination cases probably go unreported.
@11lpQK1P-ten The truth is we are all overworked and affected just as well. I'm not a manager but I've been overworked since 2008 and just learned to deal with it. If you have been in finances long enough, you learn quickly that we all do the work of 3-4 or more people over time. You want sympathy? ! Not going to happen if you have that attitude - the sympathy goes to your team since they prob deal with your attitude on a daily basis.
@11lpQK1P-ten - based on your own response, you must be a great manager! Such a role model. Curious...would that be an acceptable response from employees you rated as BE during mid-year review?
Our team struggled with our manager. A young, c—y first-timer he didn't support us at all, and was often "working from home" but not logged on for days at end. He played favouritism to one guy, and the two of them belittled and bullied the rest of us.
We all provided honest Upward Feedback, hoping something will be done about it. Nope. In the next team meeting our manager discussed and denied the feedback we gave. He counter-argued every point raised, and became more vengeful than before. Turns out the manager above him provided our feedback to the bad manager. The bad manager was made a Director recently.
In my experience, there is zero HR oversight. Upward Feedback is used to knit together a lineage of poor managers who create protegees, and the cycle continues.
Sorry, I really don’t care to know how badly people think I am doing the three jobs presently assigned to me that were each done by other people before layoffs and reorganizations. How can I do anything right? So I already know. Unless you want to extend some sympathy, please keep your opinion to yourself.