they seem to genuinely care about their people

Seeing the positive impact i make in customer's lives

some individual control over performance metrics and compensation attached to it.

the company seems to hire good people, not necessarily motivated people but all genuinely good.

listening to the leadership, being part of a team, and genuinely having each other's back.

have someone from outside of the market talk to the employees about their market leadership

we are all real people. the manager we are only excited when she isn't in the building

we all get along, we all seem to care about our coworkers and the clients in the market

i can't define anything that I would say I necessarily like. I guess they seem to be real people.

clean house on leadership, find people that genuinely want to impact their communities and that actually practice what the preach.

the relationships between the employees are really good. the employees currently get no development and all just come here and coast

how can we say that we are helping people prosper when we slam people with fees that aren't commiserate with our local competitors.

i am pulled into a bunch of duties the managers should be doing if they weren't sitting on their butts avoiding clients and avoiding observations

listen to their employees, when someone reports an HR issue it should probably be investigated by someone other than a good friend of the person the complaint is about

Communication is much improved this year at a higher level. at the local level you have a lot of leaders that just cover eachother's butt and don't actually practice what they preach.

investing time to develop your employees goes a long way, failing to do so makes the employees feel like they are just here for a job and not working or moving towards something

local leadership needs to do a better job of relating to staff, spend more time in branches meeting with people and do a better job of seeming more like a person and not a snood

most of the employees here are here for a paycheck, have little to no ambition to get more out of the role and very little from a leadership team is done to invest or motivate these individuals.

the leadership team needs better ways to be motivated, they take too much work upon themselves which makes stuff harder on the staff because the leadership team is constantly busy and spends no time teach training and coaching

locally the team seems invested and aligned around priorities. local leadership not so much, upper management really seems to genuinely care about people and although they have different values support what the company stands for and follows their beliefs.

the market leader visits a location once a quarter and doesn't have candid conversations with the employees, her boss visits to say thanks and drop off snacks. where is the real conversation? where is the opportunity to have a true conversation with them about how things are going?

in branch actually develop the team, and don't just sit in the office, at a higher level if we take the time to give feedback to HR or to ethics teams send someone not from the market to talk to the people. Crap just keeps getting swept under the rug

instead of peanut buttering everyone's wages you could have looked at what percentage of shift you were making in pay scales and then give everyone in that band the same % increase. If it put someone over payscales or what you wanted people give them a one-time lump bonus or stock offer to offset.

There is no drive to do anything more than process transactions, that comes from in branch leadership, there is no coaching and the in branch management isn't good at their job. They either are skating by until retirement or have no drive and if market leaders spent time in branch they would see it.

the company goals need to align more at the branch level, the leaders at a local level need to have engagement around the goals and they need to learn to delegate because in current state we get stuck because our bcm and other leaders don't do their job and take too much upon themselves.

it seems like there is no actually follow up from leadership at any level of the company. I've had a learning sitting out for 7 months waiting for a market leader to certify me in a system we no longer use. why make mylos if you aren't going to follow up. Just one simple example.

when the company sends out communication saying your pay scale has adjusted they should also have communicated a plan on adjusting your pay to match. So if you were 80% up the scale in previous area a plan to move you to the 80% in the new scale not just saying you have higher potential now.

everyone here is here because its a job. no one is dialed in, no one is bought in. The branch is a shit show and it doesn't help when we provide feedback about the manager and no one comes to talk to us about it and the market leader who is the manager's friend just makes the feedback disappear.

instead of sending out a statement about pay like last november you should have had a call to preface the email and go in to greater detail about how your location impacts pay. I was high middle part of previous pay code and now i'm in the low end of my pay code. then got a 3% pay raise for my annua