Sr. Leadership doesn't listen, care, or acknowledge what employees want. They are dismissive of employees who have a proven track record of solid work performance while working remote since even pre-pandemic times. They are out of touch, "old school" thinkers who are limiting the bank, their employees, and our ability to manage our work. Jodi Richard said that "great managers" will keep employees engaged... but these "great managers" can't decide if their teams can work remotely or not. And your raises and bonuses, meager as they are, are tied to your in office attendance, as are your advancement opportunities (I didn't know I was still in middle school...).
The bank uses geographic areas to define salaries, meaning you may do the same work for less pay than your peers. Merit increases (not raises, the bank doesn't give those. You have to deserve a raise) do not keep up with cost of living increases or inflation. The bank doesn't really reward tenure in a role. You may come in at a decent rate, but everyone coming in after you is getting paid more than you are. The longer you stay, the larger the difference (as a data point, a requisition for a place on my team was open in November of last year. The minimum pay listed was 8k more than the rest of us were getting paid. My merit increase for this year was 3k).
Benefits are okay, but health insurance is on the spendier side.
There is rampant favoritism and thus promotions don't need to be earned if someone likes you.
