Regions Bank is a retail, sales company. Do not apply unless you're a salesperson.
A typical day for a teller includes processing customer transactions while pushing Regions products and services. Any down time is spent being coached on sales techniques. Regions encourages getting to know the customer to sell products and services and then associates are told to find ways to push those products to meet branch goals. Sales meetings are held in the morning and afternoon with check-ups throughout the day. If an associate is not meeting individual goals he can expect documented observations by management and written warnings. Unfortunately, this pressure often results in recommendation of products/services without a true regard for the customer's needs.
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Another dynamic of Regions Bank is the weekly associate evaluation called KDS (Key Driver System). It's a survey created by Regions used by Gallup to evaluate an associate's customer service and knowledge. What a prospective employee primarily needs to know about KDS is this: the overall rating scale is 1 - 5 with 5 being the best. If an associate receives an overall 4 rating the percentage value assigned by Regions is 0. If, on the questions a customer is asked, the answers are a mixture of 1's - 5's an associate will receive a higher percentage score than an associate who receives all 4's from the customer (0 = 0%). Any associate, however, who receives a KDS score of less than 5 can expect to be coached and documented.
If training to learn other positions or job education is important to you Regions
ProsInsurance benefits, 401K (which are found in most large corporations)
ConsHigh pressure sales, lack of suitable training, high turnover
Regions Bank FULL REVIEW. Please read before applying!
Your normal day at Regions Bank as a teller is to process transactions while selling products (or speak benefit language?!) and services to the customers. You will complete deposits, cash checks, getting balances, cash advance..etc. Selling products and reaching your HIGH sales goal is their top priority. Doesn't matter if the same customers you work with has been going to your branch for over 25 years, your teller leader or manager will ask you to brainstorm ways to persuade your customer to get any other product that the customer doesn't have. This can become frustrating and old... especially in slower locations.
If you are falling behind on your sales goal, be prepared to recieve documentation/observation. You will be eye'd down by your supervisor and will be told on how to improve your performance. This can get very very annoying after your 4th, 5th ...... or 20th observation. Same customers, same response... let's move on already! You will also be role playing until you satisfy your manager with your sales performance.
KDS - this little 3 letter acronym will forever be heard in morning/afternoon meetings. Oh Yeah, you will have morning hudles and maybe afternoon hudles based on the branch numbers and goals and what nots! This company is very number/sales driven! But back to KDS. KDS is basically the customers review of how your interaction went with them. It's based on whether you greeted & smiled, helped with their financial needs, made them feel special,
Regions is a banking institution that constantly contradicts itself. They will preach about integrity and doing the right thing for customers, but scold you if you don't meet their demanding goals even if you helped keep a lot of customers happy. They will tell you to do things to help make them money as a bank such as call customers to make sure they are still going to use their most recent credit card they applied for, but on the other hand mention integrity with it and that's a false perception. You are not calling because you want to make sure their card works and you care about their overall experience with the process, you're calling to help make Regions money. Regions is very heavily sales oriented and try to masks it with "doing what's right for the customer". They make you cold call people and the goal is to make them get a loan. That's all Regions care about are loans. Their whole work environment, training, and conversation is centered around loans. They could care less about their customers facing hardship and receiving a ridiculous amount of fees. They actually enjoy only allowing one refund during your lifetime as a customer. The only thing Regions care about are numbers. They have a.m and p.m huddles daily centered around numbers and they bring the hammer down hard if you're not meeting goals. In addition, the reward for the goals they want you to meet are ridiculous. They would want you to do all the ground work for a loan and earn them over $500k
Previously, a good culture with a cohesiveness throughout the company, but now, the vision is so unclear
Regions has los their way. Cut staffing in half, and increased our responsibilities. Our vision is very blurry at the moment, and I don't think the company realizes the heavy stress they are putting on their employees. People are literally becoming sick. It’s the stress. The stress to get all of your tick marks (green prints, appointments, calls upon calls) Definitely not the old Regions. They keep adding more "tick marks" and it doesn't give me the opportunity to really do what I do best (have needs based conversations with clients to uncover opportunities). Now greenprint does our job for us, and usually doesn't make the right recommendation. I have been under so much stress trying to complete all of my "tick marks". Even though I have been doing this for years, know how to have conversations, uncover needs, and provide solutions to my clients based on their needs, if I don’t have all of my tick marks, I am no longer a good banker. The right hand doesn’t talk to the left anymore. The morale is gone. Trying to get any kind of answers or help is impossible now days. They don’t care how understaffed we are, just get your tick marks. What happened to the old Regions? The one that cared. I just don't have enough man power or hours in the day to truly do all of the things that are required now. I think Regions forgot that sales aren't the only part of our business- but also servicing our clients. Sales is the main part of our job, but they don’t realize all the time spent servic
ProsI love my clients and teammates
ConsThe stress that is on our shoulders, is a very heavy load.
I started just before COVID hit so going into COVID I was still completing trainings. Once COVID impacted they cancelled all training sessions, lobby doors locked and we were drive thru only and then by appointment only. When I was hired (As a Branch Team Lead)I had 15 months to complete all trainings, become licensed to sell annuities/life insurance, and meet sales goals for 3 OR MORE consecutive quarters. Well due to COVID they cancelled all training classes and when I asked about getting licensed they said don't worry about it right now. So now I just got a letter that I have failed to meet my obligations and face getting demoted and that I will know by the end of June if I will be demoted or not. If I get demoted they could place me in another branch as well and I will get a pay cut. Sure I can get all my training courses done but with less than 2 months to go until June I will not have 3 quarters of met sales goals. The letter says it will go back to any 3 consecutive quarters from 2017 and forward BUT I have only been here since the Dec 2019. The majority of the time that I have been here our doors have been locked and people were scared in their homes. Your sales goal is that you have to be at least above 50% of everyone in your market. The top people in our market are licensed on top of being in a bigger busy city; non-licensed associates should not be competing with licensed associates. In addition to making sales goals you also have to have weekly goals to meet of 1
ProsGood benefits, PTO
ConsRidiculous sales goals and daily activities
2.0
Call Center Representative | Memphis, TN | Oct 17, 2012
ask yourself why they are always hiring..hint its not because of constant advancement like they try to tell you
I was so surprised to see all these great reviews but I guess like any job it depends on which area you work in. I work in the Memphis call center and I must say out of all the financial institutions I have worked for I dislike Regions the most. I took the job thinking I could handle quality and sales goals since I had previously worked at a similar job but Regions is a whole other ball game. They push sales to the extreme..higher than customer service of course they won't say that but it's pretty obvious by how they grade your "quality" monthly. Sales points hold the most weight by far. A day doesn't go by that I don't get a customer who complains about not being properly explained the fees associated with their account when they opened it and I believe them when they say it because regions pushes sales so much that employees tend to withhold information to get the sale so they have a job...terrible customer service and not fair to customer nor employee. Everyone who was in my training class hates it already..some have even left and I'm right behind them and we only started a few months ago btw. Regions also has continual system issues, fraud and bank errors..more than any other bank I have worked for and they rarely are willing to help out customers with fees even if it has been over a year since one was given..managers have the ability to override system and refuse to do so even when I feel it could have been done..had to practically beg on the customers behalf. I understa
I have worked for this company for 3.5 years and so much has changed so quickly. There were two levels of management that were eliminated and sales districts were consolidated. My area was consolidated with a major city that WAY out-performed our area, and we were suddenly expected to perform at the level of this big city. Their customer service tactics are misleading. They make it seem like they have the customer's best interest at heart but are quick to discipline when branch goals are not met rather than giving options for improvement or taking a look and economical impacts or branch locations. Branches are held accountable for "activity levels" such as making outbound calls and filling out their "guided discovery" module which tells customers what products they qualify for based on their answers IF they feel comfortable answering, standing by the door and convincing customers to sit down to make deposits so the bankers can interview them, "refer-a-friend" registrations, and a variety of other activity "indicators." If you miss the mark on any of them, management makes you feel incompetent. One associate opted to step down out of a position that they believed was too much for them but was DENIED by HR because they had write ups on their record. So, rather than work WITH their associates to keep them, they'd rather fire them or push them out than give them opportunities to better themselves. The sales incentives are difficult to meet as it is contingent on the entire branch
ProsCan move from teller to banker IF you meet each training and incentive goal.
Regions Bank is an outstanding bank with a great culture that offers exceptional customer service.
Although my work experience has been in the Banking Industry, I believe this experience has prepared me well for a similar position within many organizations as I am very accustomed to working in a fast-paced environment and have extensive experience dealing with and assisting the public and corporate clients.
• Supervisory and training experience -- I have 10+ years' experience supervising others. I routinely supervised 15 customer service representatives. I set their work schedules, maintained employee records, completed employee performance reviews, trained new employees, and developed training improvement programs as necessary. Overall, I trained approximately 100 new employees during my career.
• Ability to multi-task -- More than one supervisor has told me that he/she appreciates the fact that I am a quick learner and excellent worker. I know how to prioritize job assignments, work independently and resolve problems on my own. I am very organized and detail-oriented and can find effective solutions to get the job done. For example, as my resume indicates, I was able to handle a significant increase in workload during a corporate merger without having to hire additional help or suffering a decrease in productivity.
• Excellent communication skills -- I have extensive experience dealing with the public since I have worked in the customer service industry for 20+ years. In my current position, I am in charge of maintaining good relationships with 125 corporate clients
When I was hired about 15 years ago Regions was a great place to work. Pay was great, bonuses were achievable and paid out very well, training was top-notch, branch managers were tenured employees who all had 20+ years experience and knew what they were doing, new hires were carefully screened and only the best of the best were even considered for employment and employees stayed with the company proudly.
NOW, this place is just a sad joke, a sinking ship under the weight of a thousand idiots and the most incompetent management ever assembled. Pay is stagnant (expect a 2% raise and pizza party once a year and you're told to be grateful). Bonuses have been restructured to be unattainable and if by some miracle you do reach it, it might be an extra 100 dollars, gross (not net) and its for the entire quarter. Training is now non-existent and most new hires aren't taught one thing except to send whiny emails. Branch managers are now new, clueless, worthless fools who know nothing but act like they do and then blame everyone around them once the inevitable failure happens (all the good branch managers quit after the bonus restructure). For the past 4 or so years Regions has hired almost exclusively the rejects from other banks and the newly-fired from retail stores so the vast majority of the branch employees are functionally illiterate, have zero banking knowledge, can't follow simple directions, have minimal customer service skills, and couldn't be counted on to remember to turn
This job seemed ok once a upon a time. When I first began it was better than it is now in 2020. This year the company really hit the slumps. Working for Regions will mean, ok pay, benefits, some paid time off, and also no real appreciation for your work, and absolutely ZERO job security. Remember that, any good things about Regions can end at a moments notice.
They have this score system called Gallup. It is there customer service engagement survey's they send out to customers emails after you help them. The customer will then rank you on a 1-5 stars system, and even if you get 4/5 stars, you will get a 0 for that survey, which will count against you. If you do not get perfect scores they will fire you within 3-6 months. It's up to computers and irate customers who hate their bank to determine if you keep your job or not. Even if you follow policy, and do all you could, it's all about the scores at the end of day for Regions, nothing else.
They will promote people who are not deserving within 6 months of employment and then let hard dedicated workers sit in the same position for years of their life. And if you are late one time they will write you up and it will stay on record for 365 days and prevent you from promoting the entire time as well. THE WRITE SYSTEM IS EXCESSIVELY HARSH AND ROBOTIC LIKE. YOU WILL GET NO EMPATHY IF SOMETHING COMES UP IN YOUR HUMAN DAY TO DAY LIFE. HAVE FUN HAVING POLICIES READ TO YOU AND BEING WROTE UP BECAUSE YOU RUN LATE DUE TO A BRIDGE
Prospaid time off, medical.
ConsNo job security, terrible management. Over worked and under paid work structure.
Questions And Answers about Regions Bank
How often do you get a raise at Regions Financial?
Asked Jan 13, 2021
Annually
Answered Aug 17, 2022
Every year
Answered Aug 16, 2022
If you were in charge, what would you do to make Regions Financial a better place to work?
Asked Dec 11, 2017
I would get back out in the branches to see what they are facing, if the expectations I set can truly be achieved. I would then realize the expectations need to be changed in many ways. I would get back to re-engaging everyone and find different ways to cut our bottom line, rather than cutting our staffing model in half. I would oversee our call center to make sure they are providing the best possible service and not hanging up on our clients and sending them into the branch. I would spend time in the loan department and ensure they were following up with the branches in a much more timely fashion and treating them with respect. I would ensure people’s voices are being heard on what’s working and what isn’t. If my teams were telling me the stress was too much then I’d need to re-evaluate how everything is set up currently.
Answered Jun 11, 2021
Make a better work life balance model. Make sure the employees got praised for doing a great job .
Answered Dec 7, 2020
What is the best part of working at Regions Financial?
Asked Nov 26, 2019
Benefits
Answered Jun 16, 2022
The people, I work with great people.
Answered Jun 15, 2022
What tips or advice would you give to someone interviewing at Regions Financial?
Asked Feb 7, 2018
Tell the truth about sales goals. When myself and several others I spoke to we were told hold easy it is to make goals and that is not the truth at all. Also, tell them how much turn over Regions has. Also, tell them consequences to them if goal not made.
Answered Feb 7, 2020
Be straight up and ask about sales goals and expectations. See how honest they will be with you upfront. Then decide from there.
Answered Jan 7, 2020
What is the promotion process like at Regions Financial?
