I am from ANZ, and we have just been told that there will be no more use of external staff under ANY circumstances and also no overtime. So we can't call our own people in to cover a shortage, on their days off and pay them overtime. We can offer Time in Lieu, but how can we arrange the time off when there will be no one to cover that time?? The justification is we have to save on costs, as we blew our cost budjet last half. Management have said "It may impact staff engagement and customer satisfaction, but so be it for the time being". I feel they can't see the house for the trees! On one hand, we will have unhappy staff who will end up taking more time off which will lead to even more shortages, the you will have customers will walk out which will put pressure on sales targets and revenue. How do we make them see it is about balance, and we need to get this right and soon!
Posted by
75343
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17/04/2008 10:54:42 AM
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I work as Administration Assistant for CGU. Our job involves a variety of jobs daily - scanning documents, finalised filing, classifying and team rooms, & mail as little things monthly arranging morning teas, travel bookings and doing stationery order and archiving files to send to our storage. At present there's only two people doing the job of three people, and we are awaiting a new person to join the team. This person needs to undergo training before starting with us and this will last approx 3 weeks. We try to spread the work between ourselves to the best of our ability. Assigning team room takes time, not to mention interruptions during course of day. We seem to be sitting at computer most afternoons trying to get team rooms up to date. Everything else falls apart, and we get complaints and whinging about things not been done. We have been asked that one Admin person work on to 5pm (6 times over period of four weeks).
Posted by
450477
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17/04/2008 7:14:39 PM
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I see all too often staff in nab branches I visit are struggling to get through the day with insufficient staff, no relief or unskilled relief. Then you are expected to perform at 100% when you only have 70% of your staff on board!
The best fix to this is to get members together to say enough and to get colleagues who are not members to join us at the FSU to make our voices heard even louder. Silence is not an option.
Posted by
414487
at
25/09/2008 6:10:23 PM
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I have read the comments on your forum page and it reflects whats happening in all banks across the board. I'm from ANZ and my concerns and comments reflect what others are saying. We have absenses all the time and there's never anyone to cover. When people are on leave we never have cover for them, we just have to cope. We are supposed to get time off in lieu when we do overtime, but that just compounds the understaffing, if you ask for the time off, there's noone to cover you and this just adds to the pressures on the other staff. Of course they dont want to pay you for the overtime as they have budgets to meet. Upper Management need to recognise that if the staff are under too much pressure and the workload is too great, staff 'burn out' then take sick days. Also unhappy staff arent as productive.
Posted by
911474
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26/09/2008 12:01:57 AM
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I work for the NAB. Staffing has been an issue for as long as I can remember and only seems to be getting worse. It has been part of our EBA in the past (ie can't reduce staff without reducing workload and so on) The bank always says that it is looking at the problem, but as far as I can see that is all they are doing. They always come up with new relief models that are supposed to fix the problem, but it never works. It is very disheartening for staff as there seems to be no light at the end of the tunnel. I know that we should put in overtime, but you get the third degree on why you are working overtime when your branch is not at 100% of its targets. (Hardly possible when you don't have the staff to meet those targets). As somebody pointed out...there seems to be too many highly paid chiefs and not enough indians. I honestly believe that this will never be sorted out and there is no such thing as NAB's work/life balance.
Posted by
391
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26/09/2008 11:25:06 AM
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I am a staff member at a CBA branch and have endless counts of short staff days. Everyday we are atleast 3 staff memeber down. We have been almost a year now with 3 permanent positions not filled and yet managment are constantly on our backs about reaching targets yet they dont see what staff shortages are doing to frontline staff, we are stressed and franky frustrated about how nothing is done about it from managment and area offices.
They constantly threaten us that we will not recieve our bonuses if we fail our Customer Service Experience Surveys, however they do not see that staff shortages is the reason.
We are constantly abused from customers about the long ques, but hey management dont get abused its the staff at the from, and yet they complain about failing the Customer services survery.
Posted by
2801783
at
26/11/2008 10:30:44 PM
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There is no fiction about this. I have worked in the branch network for over 6 years and things have never been worse. In my area alone there is over 25 vacancies. If you add the amount of people on annual leave and sick leave to the number of vacancies it equals long queue, angry customers, stressed staff and unpaid overtime. The worse thing is when your down 3 tellers and managers will not even hire one casual staff member because they "don't have the budget".
Posted by
2802485
at
18/03/2010 7:39:37 PM
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I have been working in NAB retail banking for 6 years and there are huge issues with staffing. There is never enought staff to complete the enormous amount of administrative duties and also reach our sales targets and we end up starting at 8am and finishing at 8pm, with no overtime, no recognition and no reward. The work/life balance only exists in the essance that "The balance is that work is your life".
The other huge issue is being able to deal with under-performers or staff with terrible behavioural issues. Too many people leaders will just keep sweeping these issues under the rug, because if you deal with it, it could be you that ends up out the door.
ENOUGH IS ENOUGH!!! WE NEED MORE CAPABLE STAFF! MORE MONEY! AND A RIGHT TO HAVE A LIFE!!! WE ARE NOT SLAVES
Posted by
1077951
at
13/07/2010 9:19:39 PM
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I am a branch manager and I spend most of my day answering phones, serving on the tellers' line and processing express deposits.
I need at least one more FTE but there is no money in the budget or so they say. Yet if I had one more staff member, I could be out of the branch visiting potential clients, attending auctions, and networking, which is what is expected of us. All these activities would increase my branch income, whereas telling, processing express deposits and answering phones do not.
It's economics 101: If you use up all your resources in maintaining the status quo you will never grow.
Posted by
1085877
at
2/12/2010 4:11:13 PM
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I work for the CBA in one of it Processing Centres and have been working there for many years and staffing levels have never been this bad. Staffing across the whole centre is at an all time low and any request for relief / assistance is met with the usual "all staff are in the same boat", "you do the best you can with what you got", You can only do your best". The moment "staffing" is mentioned to management all our feedback and opinions not respected or taken into account. The problem is the CBA is now being run by a Bean Counter Management who only worry about getting their own bonuses (which are soooo much higher than "the working staff") and we are made to suffer. Over the past few years backlogs and work volumes have increased and staffing levels have not, despite being continuously told that if trends show an increase in volumes then additional staff will be provided - THIS HAS NOT HAPPENED! Its time that the workers dictated staffing rather than monkeys in business suits with their pocket calculators. Shame on the Bank which promotes itself as offering a "work/Life Balance" ....... its shame is that the balance swings towards the CBA and not the people who work their and have other responsibilities outside of work. Holidays and RDO's can only be approved when its at their convenience. Then again, this approved leave can be altered depending upon work volumes. PATHETIC. We have been told that we are currently overstaffed (based upon management biased productivity stats which no one can perform at) and to keep on doing what we can. The wonderful people at the CBA deserve soo much more and its time that their opinions and expertise are valued and their ideas and suggestions put forward to management adopted!
Posted by
2617746
at
5/04/2011 8:17:50 PM
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Member comment submitted via email.
I have been a bank employee for the past 10.5 years and NEVER has our team morale been so LOW! The reason for this is our Team Leader who came to us about 1.5 years ago from our Wealth Mgt/Insurance side of the business....With no experience whatsoever on the finance side of things! He is the most INCOMPETENT Team Leader I have EVER experienced! He talks down to staff, is described as a BULLY and, because of this person, we are losing staff quicker than you can say "jumping jack flash". He joined our team and, within about four months, effectively got rid of our most senior team member, a really easy-to-work-with man who had 12 years' experience and was the knowledge bank of our team. The Team Leader bullied this guy and was subsequently reported to both management AND the union, with other team members also having problems with this Team Leader. However, Management refused to back us up and investigate this guy. Also, back in January, I advised this TL that I would require a major operation. He did not even give me someone to train-up until a week before my operation, which was in April, which I think is absolute RUBBISH as he knew that I was not to have any stress leading up to the operation! Fortunately, other team members were supportive of me, as the TL certainly wasn't! He has no technical knowledge whatsoever and so has assumed, as I am the senior team member in terms of years' service, that he can just effectively flick work on to me and tell me to just do it, even though my colleagues and I already each have an over-full day of work! I have had enough of this guy and, in my last monthly meeting with him, let him know that I had already had two FABULOUS TLs (and named them!) who had a combined total of 70 years' experience with the bank and that they were a lot better in terms of technical knowledge and generating/maintaining great team morale! I have also found that this TL is non-compliant in a particular area, have reported it to a Manager (to the extent whereby the TL has been reminded of the particular policy), but nothing has been done about it.
Posted by
lshingles
at
9/11/2011 1:04:48 PM
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Quite often do at least half hour overtime each day. But the hardest one is if you are sick or have a doctors appt or specialist they can't find relief for you. So then you have to cancel appts and start again. Moral is low and they want to cut staff and there isn't enough staff now. I work very hard and no one cares . How sad. If they cut our hours there will not be enough staff in branch to open and close with dual combis' which is a security breach. Management has gone mad. I spend my day as a CSS running between opening accounts, switching home loans, personal loans, credit cards, front counter equiries and telling. Sometimes I forget which hat I have on.
Thanks for listening.
Posted by
2800581
at
19/12/2011 11:22:17 PM
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