Or maybe better said, BNY Mellon suppresses talent? I know a young man who came in with great potential and I really thought he would progress very quickly. However, it didn't happen. Obviously his talent and effort alone were not enough. Elsewhere, he would have made significant progress.
What's going on here? In the past, such great individuals were much more respected and valued.
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When I worked for BNY Mellon, I was an application manager whom worked with the program greenfield people during the migration. Working with greenfield was a nightmare. They were totally inflexible. I had a very talented team of people that knew the application we supported inside and out. When we tried to communicate to the greenfield people the basic requirements of what was needed for the migration, they didn't want to hear anything about that. They wanted the migration done their way, or no way. They could care less if the application was stable or if it even ran at all. The only thing that mattered is that things were done the way greenfield wanted it done. It was awful.
There are couple of factors that contribute in ruining a talent.I know there are many.
BNY Mellon always look for a Manager's feedback on that individual.Isn't it called lobbying ? Manager's inherent nature or unconscious bias leads the candidate for the next role not his aptitude or attitude.Diversity at times where a female candidate is preferred over a male candidate.Poor communication skills where a person is not able to communicate no matter you are an experienced individual or a subject matter expert. If you are an introvert you have a less chance over an extrovert so to thrive here you have to expressive and possess good persuasive skills . Pre conceived notions that a person cannot change. Not appreciating ideas coming from an individual who has been supppressed and choose to be a low key.
For the record, I'm now 9-5er, working remotely from a seaside location (debating whether it's worth my while once we return to the office), and former middle management when being a VP or even AVP came with a staff of 10+. Nowadays, I'm just a jaded employee looking down not on you, but on those more senior than us...
Point is, there is better talent out there - across the board, but let's face it colleges in the north east are superior than most US locations - FACT. Rather BNYM chooses the random office locations to exploit lesser quality hires - this becomes relatively costly as people are promoted, with salary increases, but no change in productivity. Don't get me wrong, the same issues occur in NY, because managers are afraid to hire someone who may leave in a year - that should be the norm and could easily be managed.
@1dhb, you sound like the typical leaders at BK. There is PLENTY of talent outside the major metro areas that are filled with pushy, self-absorbed know-it-alls who look down on people who would rather spend their evenings on a lake instead of a train trying to get home.
BNYM prefers to invest in low cost centers (hold off, any of you "anti-India" types; globalization is not the real problem).
More often than not, the company offers a relatively quick path to a "VP" title, especially for young college* educated suburban 20-somethings.
*Low rated colleges, as offices tend to be in middle of nowhere and talent doesn't travel to nowhere; locations are BY DESIGN for this reason - don't fool yourselves....
I'm referring to people who otherwise couldn't sniff such title in an actual city, even the senior VP types - no, disrespect to your luxurious office parks ;)
This breed of employee quickly develops an ego, until eventually catching on that their upward mobility has run dry. They make "too much" money (relative to their abysmal surroundings) to bother challenging the status quo. And they have no other options for employment, see: central FL, MA, PA. They default to "yes" people working all hours of night and weekends, as though that was even possible, with very low productivity.
Don't get me wrong, the company has never invested properly in NYC operations l, and northeast caliber talent (a major missed opportunity and likely the reason for current state) - see Brooklyn office where the vast majority of staff grew up within a borough or two, and subsequently go from interviewee to interviewer.
Long story short there's a MAJOR talent issues - it shouldn't be difficult to fix, but it's unlikely that it'll ever be to many challenges...