They are thoughtful and kind. No drama.

Personable, casual, some are approachable.

Talking to others in the ERGs and listening to the DEI calls.

There are some business partners that push when it's not warranted and bully.

I like the fact that a woman is part of the top 4 people in the bank.

DIE, ERGs! Finding like-minded people at the company across the footprint with whom I can enjoy and share interests.

I love the ERGs. They make me feel safe and supported, even if I don't interact with them directly.

Positive recognition from business partners. Unfortunately they are not the types of people to compliment others and hardly give "thank yous."

DE&I has made big improvements in making me feel more comfortable in being accepted. Particularly the Pride ERG. The FWC needs improvements.

Collaborative, team efforts. We all want to achieve the same goals and know we have to partner with other departments to benefit everyone.

DEI & ERGs!!! They make me feel welcome. I've been here for years and in 2023 really felt valued through DEI & ERGs.

The bank is unwilling to do a new compensation study for my position. In the past they said it was "indeterminate" and made no adjustments.

They're open minded. Happy to be a part of the team but that does not mean we're happy to be doing this job. So the value we see in each other is not task-related.

Recognition and communicated appreciation from senior management. It's extremely rare, which is a HUGE drawback and a complaint. But when I'm appreciated by other people for the work I do, I feel really happy.

The ERGs bring us together. Although nobody at my location is a close friend, the ERG made it possible for me to make friends with people who share interests but are located across the footprint.

The pay is terrible. Why am I overworking to make the same as a lower salaried, lower level position at another bank, when they're hourly and can get overtime? I'm stuck here due to personal reasons. VALUE MY WORTH

People in my position at other banks are making significantly more. I hated hearing from the benefits team that not compensating employees better was in part to avoid overpaying people in the future. That's such a terrible argument. Did you know that John Martin essentially makes $400/hr?

High performance is "expected" of everyone, so even if someone does an outstanding job there are no off-cycle raises or bonuses. When someone gets an Outstanding rating, they are not guaranteed to get the full % in the range. I think a rating of Outstanding should qualify someone for the full %.

Merit increases should meet the cost of living adjustments. On the call today, we were told that the reason the bank would not raise merit increases was to prevent the risk of layoffs in future years. That is not an excuse to under pay hard working people TODAY. I'm mad about it, lost trust in FMB

The level of work I do is not commensurate with the salary. I am underpaid and feel that the company is squeezing blood from a turnip. My manager sees how much I do, but does not value it enough to increase my pay or give off-cycle raises. I feel taken advantage of, and others at the bank see it too