Questions and Answers about U.S. Bank

Here's what people have asked and answered about working for and interviewing at U.S. Bank.

View all 155 questions about U.S. Bank

What would you suggest U.S. Bank management do to prevent others from leaving?

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29 answers

I feel that I was not give the proper tools to be prepared for every situation that u can be faced with once you leave training. There are a lot of issues with the phone system that were experienced while in training, so, if the trainer was having issues what is expected from the new trainees. I suggest a little more patience, helpfulness from the supervisors. We were told when we left training to ASK questions, but your questions are not welcomed by management, in addition I have been given wrong info from supervisors. I like my job, I like call center work, but it feels like management is more interested in kicking u out rather than going the extra step to help you. If a Company is having high turnover and unhappy employees could it possibly be something that’s broken within the Company policies or is it easier to say it always 100% the employees fault ( expecially new trainees)

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3
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Mentor from senior staff, regular staff meetings to go over questions, review procedures, go over employee handbook,etc

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3
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Reverse the new lunch time policy where you're telling adults when they're allowed to eat.

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2
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More training on those that struggle because with hundreds of credit cards it can be overwhelming

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4
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Stop threatening employees with zero tolerance for errors or else you will be fired

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8
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Management needs to grow up Don't bring your personal life to work with you. Management would come to work and act like they were 5 years old. Very, Very, Very stressful place to work. I quit in 2017. Upper management need to monitor Bank management as well as the assistant bank managers. Not organized in a professional manner. Management lies to get you to do your job which is unnecessary. Grow up Managers and assistant managers.

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11
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If the incentives were better I’d be more inclined to stay. As a banker I’ve made quota twice in the year and a half I’ve been there. It’s points based, no issue there, but the pay once you exceed that isn’t worth it. Over 5k points above the limit I only received $150. You have to work excessively hard and it’s very stressful to even reach that.

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9
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Do test runs on managers before you promote within. Don’t just make a banker a manager because they can sell.

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12
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Management needs to grow up and learn how to act, and then pass that on to their employees, front and back office alike. Especially their back offices. I've seen children process their emotions in a more mature fashion. In fact, just clean house starting with management on down. No scratch that because then these negative people flood other work environments with their toxicity, and us grown ups don't have time for that childishness.

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9
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Management should be fair to all employees. Employees should not be given the choice of the work that they will and not processed. The workflow should be evenly and distributed to all employees. Supervisors shouldn't be allowed to retaliate against employees which happens often because of disagreements but should be able to help solve an issue and the problem at hand.When this is not done employees will quietly leave this company without coming back. U.S. Bank should work on exit interviews with employees because there is a very unfair treatment and they do not listen to employees

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7
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