Here we all, more or less, now have to do the work of those who have left. However, do they understand that it is often impossible to cover for former employees that have left, because these people had more expertise?
BNY Mellon doesn't seem to care. I'm tired of all this.
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“ However, do they understand that it is often impossible to cover for former employees that have left, because these people had more expertise? ”
The reality is they don't care! This is textbook greedy corporatism all gains redistributed upward while the loyal and overworked workforce who have performed exceptionally well the last few years receive below industry average raises and bonuses. The corporate talking points will continue....but only when employees take a stand (i.e. refuse to work OT regardless of situations, demand higher pay, or continue to mass exit, etc) will they take notice. But their way of noticing still negatively impacts others because the burden will just be placed on them. Employees should reject the extra work, ask for higher pay and other forms of comp, and just refuse to work OT. Work life balance doesn't exist and Todd and his minions don't care as long as their wallets are padded with hefty bonuses.
“ However, do they understand that it is often impossible to cover for former employees that have left, because these people had more expertise? ”
In a word, no. BNYM has no credible method to monitor, assess or accurately rate employee performance. HR is so derailed with woke initiatives and new age processes such as everybody rating everybody else except your manager rating you that literally nobody knows has any idea what we each do let alone now well we do it.
As my manager says when someone leaves : there's no budget for hiring a new person.
We lost 12 of 24 people in a year's time. We are feeling it big time.
I'm sure our customers are feeling it too.