How many on here actually perform like they should ? You know hit your goals, have good attendance, know your job etc etc? Because all I see is mgmt blamed . yet as a mgr I’ve had to become a babysitter to adults who don’t follow rules, direction, don’t take notes, won’t refer to them and the list goes on and on.
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I perform AS I should, not LIKE I should.
Is Arek still working there?
@4quq, except the poorest performer on my team is better than the best employee on other most other teams.
Yes, but the Bank must raise revenues or lower costs to survive. With no strategy to raise revenues we can only cut costs. Every team knows the weakest performers and the team lead does as well.
But the real cuts that are necessary are all at the top of the house on down through 4 to 6 layers of middle management.
I’ve been through that organizational pattern a few times here. What usually happens is hat you wind up burned out with no reward.
@2zcs+1pLokLp6, No honeybuns, I'm sorry that you can't manage.
Remember when Legacy BNY gave bonuses every year of 15 percent of your salary? That motivated people. Money not pronouns motivates people. After some people did something in 2001 and post merger this has become an aggressive woke company rather then an adult working company that pays for performance. Employees now work at the no bonus 2 percent or less yearly raise they receive rate.
The manager that started this post is a clear example of the employee bashing blame game finger pointing nonsense that goes on at BNY Mellon by its incompetent subpar management! No wonder we're the biggest joke in Financial Services! No wonder employees don't respect the bank's leadership (so called!). This place is a disaster!
Sound like you all struggle with working. You know..what you all got paid to do
aze+1pLokLp6 - sorry sweet heart, but mgmt. can address all they want too but thanks to Hr and legal it gets us nowhere. And just because you see “allotted “ in the balance doesn’t mean abuse it like the non stop sick time and call outs. And you all wonder why they are pushing for in office . None of you can show up to work even after being allowed to from home. Beyond pathetic
@nkr, you struggle to understand the difference between identifying poor performance and forcing to indicate someone isn't performing just because a few are performing better.
Thank you for acknowledging the value of Forced Rankings. It really is an awesome and valuable tool.
@ntd+1pLokLp6 is spot on.
My manager really hustled and so many business partners relied on him for various things. He'd put in that extra time after hours to get things done. This guy was well-liked and knew the business well. He was on track to being promoted to a Director level, too. For all intents and purposes, he was a "good corporate citizen". Had no issues returning to the office, kept a clean workspace, and dressed to impress.
Then someone at the top decided to put a senior director over him, which led to him being forced out because this new director hired her own lackeys and now that the dust has settled, so many people have left our team. I, too, was one of those people that put in extra hours a week because I was passionate about my work and wanted things to finish strongly, and got great performance reviews because we got hit with a new set of management.
Thankfully I found a new job before I could start quiet quitting, but given what I've seen, where's the motivation to really hustle if all you're going to be left with is the chance to get laid off and a severely delayed promotion?
So yes, blame management. Your direct manager might be good, and maybe their manager is okay, but beyond that, there's likely to be a lot of recklessness at the top; that is, someone's choice of adding new layers of management that no one asked for or completely fracturing teams that permanently break certain processes all for the sake of "transformation". I don't blame people who quiet quit, although I was more of a "malicious compliance" kind of guy because towards the end I was deterred from using any sort of discretion as a people manager myself.
sounds like "another Karen" at work and at home.
Why work harder? Last year key team members were allowed to take vacation from June thru September. This year our managing director promised the business miracles. Our leads were told they could take no vacations, and should expect to work holidays and Saturdays until the project was delivered.
Well we delivered our project after working 60-80 hour weeks since February.
You know how many promotions our team got? Zero. Our team got zero promotions and a smaller bonus pool than last year. I have leads who worked every holiday and the MD actually thought giving them an extra 2k in their bonus would make them thankful.
Seriously why would anyone continue to put in good work when good work is not rewarded?
Your job as a manager is to address substandard performance. Seems like you're not performing as you should..
I’ve always outperformed. People tell me that I’ll never change this place. I’ve always said that you have it wrong… I outperform because I don’t want this place to change me.
Good attendance? Where are you, Kindergarten? Is the work getting done or not? Who cares where you are.
If you’re taking off allotted time, that’s not an attendance issue. If you have someone actually no-showing work, that’s a management issue — by all means get rid of them
Sounds like you struggle with leadership.