It’s not about getting laid off. It’s about how BNY Mellon has chosen to go about shrinking it’s workforce. They have no respect for our intelligence. They are just a bunch of McKinsey disciples who feel that only, and I mean only profits matter. Look at what McKinsey did in the o—id crises. It’s the same mindset. A French telecom was sued for how they carried out forced rankings, some employees took their own lives. At some point you have to factor in the human element.
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They do not care, especially in TSG. All the BOA alumni hiring their buddies, inventing director-level jobs for them but never has the money to hire the actual people doing the work. I know of a team whose manager put in the equivalent of 4 months OT doing the same work as their staff because the team was so small (in addition to all the other duties) and was chastised at year-end for doing so. Whole team worked OT routinely. No more 60 hour weeks for that manager anymore. Nothing is appreciated by the BOA crew.
That is interesting @4amq+18Gi09uz, my experience is the opposite. My manager is the worst I’ve had in my life. ...at any company, including the multiple managers I’ve had here.
The problem with the surveys, is that they don't go to the right people. If you answer a survey question critically about the company(and not your team/org), they come and yell at your manager and tell them to fix it. So now I just give everything a 10/10 since my management is fine even though I'd be answering less than 5/10 for most of the company questions.
How are a large telecom and BNY Mellon related? They are both major companies that participate in forced rankings...pretty simple.
BNYM keeps trying to claim they are at the forefront of technology, etc. But many of the companies that were early adopters of forced rankings years ago stopped the practice because it seemed to lower employee morale and led to some ugly legal battles. As far as the recent continuous/frequent employee surveys, that’s a technique to raise a companies’ favorability on the once a year surveys (because the employee gets the impression that the company is actually working to improve . . . even if they aren’t). Hopefully your department’s VP isn’t doing what mine has been for the past decade regarding performance evals: VP gets the managers together way before the end of the year, informs them of the likely budget for raises, receives proposals of which employees should receive raises, and then directs the managers to write the end of year performance evaluations to justify the raises for those people.
Of all of the companies in the world a French Telcom company with a high employee s–c-de rate compares to a global. bank how? Oh, NPR reader... I see, never mind.
Totally disagree. As BNY Mellon modernizes, they're doing everything to retrain employees, and after COVID -19 they promised not to lay anyone off until Jan 2021. They send out surveys all the time asking for employee feedback on their strategy and are committed to making an inclusive employee experience. I don't know what you're expecting, but the days of coasting in a financial services company that moves at a galatial pace are over.
https://www.npr.org/2019/12/20/790101370/french-telecom-company-convicted-of-moral-harassment-after-employee-s–c-des