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Truist

Every department within the bank has a meeting first thing every Monday morning.  There are also weekly one-on-one meetings with a manager as well.  And depending on which department you work in, there are also team meetings.  This is absolutely mandatory and severely impacts how a person can do business because he/she loses AT LEAST 2-4 hours a week because they are required to attend these meetings.  And believe me, there is almost zero benefit from having these meetings.  

On top of several mandatory meetings, the managers in the various departments use a micro management style, meaning you will get at least one and usually multiple calls every single day to monitor your work.  Not only will the managers constantly monitor your work, they will insist you perform your work according to their methods and strategies, even if their suggestions are wildly inappropriate.  I lost more sales because I had to follow my manager's instructions on how to proceed with a prospect, and was not able to follow my own instincts.  Management in some areas are so poor that at the first sign of slow productivity, Performance Improvement Plans are issued.  This means that within 90 days, BB&T can simply fire you because your numbers are not satisfactory.  Compound that with extremely dissatisfied customers due to a disaster of a merger and you get a very stressful work environment.

BB&T's work culture in the south is very friendly and relaxed and clashes with the fast paced culture and personalities of people in the north.  BB&T has an outstanding reputation in the south, however almost no one in the north knew of the bank prior to the merger.  And because of that, many customers and prospects did not trust the bank and the employees of the bank.  This was something of an enigma because the existing customers already knew the employees at the bank because they worked together prior to the merger.  The only thing that changes was the name on the door, not the people.  

Overall, BB&T is a very conservative bank and survived during the financial crisis in 2008 because of its conservative nature.  This is a good thing because its standards are very high which means it doesn't  get into shady business transactions.  However, because the standards are high, there are a lot of potential customers who get turned down because of stringent lending practices.  This in turn means lower productivity for employees, which leads to missed performance goals, and then the issuance of a performance improvement plan.  Its a vicious cycle that in my opinion is the cause of high turnover of employees and inability to attract quality talent.

I worked for BB&T for eight years in the Operations Center in Charleston, WV. As jobs go, it's a solid, secure job.

A typical day required keying data from images of checks and internal documents; balancing customer deposits.

Regarding management: there is a process in place encouraging Process Improvements. Management is more interested in improving processes streamlining operations rather than creative solutions which might improve the job culture. The type of person who fits into their culture best is someone who accepts direction with little or no question.

Co-workers were great. They are real people with real lives; loyal and supportive. I miss them most of all.

Two things have changed since I began working there as a balancer which made the job difficult for me: the change in schedule and the change in work priority. It is the nature of banking that Mondays and Fridays are the busiest days and that's when they need the most support in Operations. The last couple of years I worked at BB&T, my hours were shifted to work longer hours on Mondays & Fridays, and was frequently asked to volunteer to stay over beyond my scheduled hours on those days. I was only put in a position for overtime once, but several co-workers received overtime occasionally.  The change in work priority shifted from balancing deposits to keying data from images. In the earlier years as a balancer, I balanced approximately 80-85% of my day and assisted in keying usually during the lunch hour rush. The last couple of years I spent the majority of my day keying.

In Feb 2013, software was added which was supposed to streamline the balancing function. Rarely do such large software changes go smoothly and this one was no exception; except that for the first year it was implemented it caused much more work than it saved. Our group spent much time gathering and documenting issues then sending them to Tech Support to help them identify problems that happened regularly hoping they would be fixed promptly. Months after sending that documentation, many of the same problems we were asked to document were still issues.  The last year I worked for BB&T, that particular software was starting to finally work as intended, but there were still many workarounds required to balance deposits.

There was really no such thing as a "typical" day at work.  As the leader and then PM of a three person team supporting the BB&T Wealth Division (approx. 700 employees), we all rolled up our sleeves and worked long hours to take care of the clients.  Workdays consisted of a broad spectrum of Learning & Development functions from meeting with all levels of leadership to provide L & D consultation to help drive sales to partnering with the Curriculum Design & Development team to provide input/ review a learning solution, to answering questions from our client group regarding the Learning Management System.

I learned the importance of being multi-functional, i.e. being able to ping pong around all areas of the Learning and Development processes to meet the needs of the clients.  I learned the importance of brevity in communications to maintain the audience's attention.

Management was extremely accessible and collaborative.  "Level" was un-important.  The critical desire for everyone involved from Sr. Leadership on down to the Team Leads was to provide long-lasting and deep learning solutions to provide the opportunity for all job families in the Wealth Division to learn and grow.  

My co-workers were all very dedicated and driven, with varying levels of experience the High Net Worth industry.  My expertise was in the Learning & Development/ Performance Improvement arena.  Together, we rallied to meet the needs of our client group and exceed expectations.

The hardest part of the job was meeting all the needs of the client group with a 3 person team.  Work/life balance was nearly impossible to achieve due to the number of projects and deliverables the team was responsible for.

The most enjoyable part of the job was consulting with all levels of leadership to determine how the Learning & Development team could strategically support them and their business goals.  I saw a true transformation in our relationship when I was able to demonstrate to them that not every "issue" or gap necessitated a learning solution, i.e. there are various and often numerous variables that attribute to why members of the line of business are not performing optimally.

I enjoyed working for BB&T after the Colonial merger about 2 years. After that things turned around quickly. Loan goals that had been set for my area were unattainable and not able to reach with the economy going south. All the management was concerned with was what are you going to do to reach this goal? It did not matter what your market looked like. I had been there for 17 years and after they let me go other Managers started leaving very quickly to go to better environments with other banks.
They need to do some research for their markets, not many people want to go into debt, they are trying to get out.I still kept trying and was doing really good and had made a big improvement.
BB&T has good products but they are all about numbers and after hours call blitzs and daily prompt list. They are not concerned if you have a family life. You will not have one when you become branch manager (FCL).
They say that they are a COMMUNITY BANK, they are not. The managers can't even make loan decisions and don't dare ask for any kind of override. Nothing in Alabama is done like North Carolina, they play by a different set of rules and most of their leadership is Old Colonial anyway, go figure.
The AOO they have for the areas are not doing things the same way and they should be some don't even let the managers make decisions, they say they have to be consulted first, why not have them in all the branches then?
I saw other comments about they don't buy coffee for the branches, they did not for us either had to buy our own if we wanted any.They don't mind paying for cable tv which is suppose to stay on the BB&T network all the time.
Most of the customers started leaving becuse they were always changing the rules and we were not allowed to do things that we were used to doing because of some stupid rule the AOO made. They didn't care about the customer and to me i did not want to work there anymore was not the same as it used to be.

During a typical work day you would begin with morning security procedures, prepping for shift and a meeting with team members. My experience there didn’t go too well. I had just passed my 90 day probation period and came to the conclusion that it was not a space conducive for growth. This job came with team members making rude remarks unnecessarily towards me and some name calling .I was kind to everyone there. This was my first time in banking. I felt I was doing a pretty good job for the small amount of time I was there. Not much feedback on my progress was offered from management.There were alot of rude comments made that I will not mention here. When I informed management of this she advised me that this 1 particular co-worker this is how she is hot/cold with her also and I’d just have to get to know her to know how she is.Therefore I knew there would be no support offered to me when I informed of any possible future issues. Oftentimes management may not be present to help assist with customers which is something the staff complains about along with clients.1 person in particular would lie ,gaslight and manipulate to help get you out of the job if they didn’t like you. 
Once I noticed there were issues with the team mates there I began my search for another job and input my 2wks notice to resign. The part I enjoyed most were the clients. There are some really great ppl who bank there. Hardest part of the job I’d say would be putting together all you’ve learned into conversations with clients. But that wasn’t too hard either.However this is not a job that I see that offers longevity or stability. Poor work culture. You have to encourage your team mates and believe in them. Be kind ,respectful and give ppl a fair chance. A lot was put on Relationship Bankers being as though management couldn’t be present oftentimes. They don’t represent what their core values claim to be from my experience.

Getting hired at BB&T is based on who you know. I know this because for 7 years I went on countless interviews for various positions, and finally was hired because I knew somebody. I spent 4 years in one department and wanted to advance to a higher pay grade in another department. After landing that job, there was no support in training, gossip ruled the office and if you didn't partake in what was going on you became the talk. I was forced out of the company by an immature manager who loved nothing more than seeing me fail. She would make up things on me and even had a fake write up typed up for things that she knew wasn't true. When I found out that she never turned the write up in, she told me that it was used as a "scare tactic" to light a fire under me. I didn't need scaring, I needed basic training. After countless times of asking for the basics, I was finally told that they didn't feel the need to hold my hand. I didn't want that either, however if you want someone to do the work correctly, you must supply them with the basics.  I have applied to 27 positions with 10 of them being in my original department and can't get so much as a phone call in return. I've driven to the corporate office in Raleigh (45 minutes from my house) to view my file to find out what could possibly be in there that would hinder my efforts. I found nothing!  There was no negative remarks found and all of my evaluations were great. I had cards from previous clients thanking me for my work and positive reviews from coworkers. When I walked into my first position, I had absolutely no experience in that field but worked really hard to prove that I could succeed, and I did. Now because of one person's actions, I can never go back? This is the price I pay for fighting back and defending myself against some one who is obviously not management material, by BB&T own standards.

We are expected to arrive 45 mins - 1 hours before opening. Daily meeting on top of opening procedures and requirements to unlock 5 minutes before closing and stay open 5 minutes afters stated closing time. Multiple roles assigned to each employee on top of their actual role along with client outreach, repeated learning courses, and expectations constantly changing.  Hardest part of the job is navigating the actual expectations of our job and trying to meat goals that are unrealistic for the area, while dealing with clients that do not like the constant changes that are being made, and that do not like the constant questions since everyone is trying to learn information to meet goals. The only thing I enjoy about working for Truist is locking the door and clocking out. 

Cons since I did not have space. -
Going on 2 years with Truist they prove time and time again that they do not value their employees time or work/life balance. It is extremely difficult to schedule vacations and doctors appointments, Instead of being able to use sick time, we are expected to schedule our appointments for days that we get off early to allow time for Saturday hours so that they don’t have to accommodate scheduling needs. As to be expected, their only concern is getting up numbers to become a super bank, the issue is, they set their goals but do not consider location of the branch or clientele in the surrounding area. They say if you don’t reach their goals, you simply just aren’t doing you’re job but, you can’t take the lack of opportunity into consideration. They have recently become very pushy requiring us to gather as much information about clients as possible and find clients that meet specific requirements and reach out to them to gain consent to refer them to partners - just for your referral to be denied. It feels very intrusive and I feel that we are expected to become salesmen for the company. 

Truist offers an opportunity to acquire banking knowledge. Employees typically have two meetings on Mondays, at least one meeting Tuesday through Thursday, and two meetings on Fridays. The work culture in each branch varies depending on the leadership style of the Branch Manager. In North Texas, some leaders possess substantial banking expertise, although many Branch Managers are promoted based on their relationships with Area Leaders rather than on their performance or product knowledge as Relationship Bankers. Additionally, Area Leaders tend to hire managers from outside the company instead of promoting from within. Working at a Saturday location offers little work-life balance, and employees are expected to make calls and generate reports to show active engagement rather than just assessing their performance. Management may not consider the limited time available for sales due to staffing issues, client visits, and incoming calls unrelated to sales, nor do they account for the delegation of responsibilities from Branch Operations Partners to Relationship Bankers and Universal Bankers. The expectation to contact clients following a scripted approach may be frustrating, as every client has unique needs and financial goals. There is a lack of marketing resources in Texas, which places additional pressure on branches to find new clients actively. Bonuses may appear unfair, particularly for branches operating on Saturdays with higher targets compared to those with smaller balances. Corporate culture is gradually improving, with an emphasis on diversity, equity, and inclusion. Overall, it serves as a reasonable starting point for those interested in the banking industry.

When I initially got the job I was told that I would have a consistent schedule. With pretty much set days and hours. The only thing that was consistent was that I had to be at work from 1:30 pm to 10:30 pm. My days off were random and follow no particular pattern. At times I would even work 6 days straight to only have one day off just to come right back to work.

Our training class was only a week and what they train you on is completely different than what you see on the floor. 

I was trained for resetting online banking passwords and security questions and one would think that it would be a piece of cake job. But no. The calls are constantly back to back almost everyday. And the clients are often angry because they've been locked out for the 5th or 6th time and they are tired of calling in and having to wait 45 minutes to speak with someone. When they escalate to a manager the managers won't take the call.  And when the clients ask why they kept getting locked out we never had an answer for them. A lot of times we would make up things just to get them to stop complaining, because we honestly didn't know what was wrong with the system and of course neither did anyone else. 

The management is a joke. There are a lot of great managers but most of them run away from their responsibilities by passing it off on the floor support who are just CSRs as well. 

My manager in particular was very inconsistent and did not communicate properly with me in several situations where I had to miss work due to health reasons. Not to mention I found out I was "let go" from a new security guard 5 days after the fact. Due to a no-call no-show that never happened. 

Overall I was very disappointed with my experience working there when in the beginning you are spoon fed these ideas that it's the best company to work for.

Working at BB&T was a very interesting and stressful time in my life. My manager did nothing but tear her employees down. Making them cry almost Daily. You were expected to perform tasks not related to your job description and you also receive no compensation for doing work that is considered the next level up. Performing well on the Audits meant nothing because you would be turned down for promotions anyways when you asked about it. You could never do enough to satisfy what they wanted done. Called all the leads, talked to client about credit card promotions, made a referral on their accounts that they could earn better interest. Doesn't matter because you didn't mention that we also could help they refinance their auto loan. Maybe it should be taken into account how much the employees actually do instead of what they could be doing. Start praising instead of continually putting down the employees. In being there more than a year I have never felt more beaten down at a job when I was required to do 95% of all the work because I was a younger employee. You also are asked to do your managers work and the other platform workers work too. As if you weren't doing enough making sure you always greeted every client, account maintenance on the lines, talking about 5 promotions that were current, updating ID, Making referrals, birthday calls (all set on my plate, not divided between all the girls), ordering cash, ordering supplies, called about matured CDs (again all on 1 person, me.) How there is any time to even breathe while working is beyond me. And don't forget, asking questions is off limits...Because you have been there for 6 months so you should know how to do this. even though it isn't been done since you were there. And NO ONE ever offered to tell you how to do it. You didn't even know it was something that the bank offered. DO NOT expect to be treated human here.

Top Job Titles	Average Salary
Analyst 26 salaries reported	$85,829 per year
Relationship banker 9 salaries reported	$56,726 per year
Investment banking analyst 8 salaries reported	$105,000 per year
Teller 8 salaries reported	$50,005 per year
Data scientist 7 salaries reported	$122,857 per year

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