Relationship Banker II - Relationship Banker II Regions Financial Employee Review

- Short staffing - Moderate Turnover - Rigid performance goals (branch-wide) - Top-down administration, not much feedback from branch workers is taken into consideration. - Generally, there is the sense that the middle management does not care about branch workers so long as they hit their performance goals. Similarly, because everything is assessed vis-à-vis a Gallop survey, even if you are being very proactive and doing everything you should, you may still be penalized. For example, in a Branch that should have had 15 associates, there were only 11, so customer complaints about wait time would be factored into the branch's performance, leading to bonuses being withheld. Another example that I complained to HR about when completing my exit interview was how the drive-through with 4 lanes of traffic was staffed by only one person. Again, customers rightfully were frustrated by this, but the punitive measures would be levied against the banker working outside. This generally created a moral drop and subsequent turnover. This was further worsened by lag times in hiring replacements. Worth noting, this may have only been applicable to this specific region and not reflective of the whole company. The team at the branch was great, and the branch manager was wonderful as well. Generally speaking, however, the friction arose between the branches and middle management.