How about working in bank of tianjin? What's the working environment and personality there? Who knows? Tell me about it ~ ~ there are points.

First of all, from the perspective of management: 1. The forbearance of small leaders to the 40+ employees who "do nothing but poverty" is an infringement on the interests of serious and active employees. Bank of tianjin started as a city credit cooperative, and the number of 45+ employees is far beyond your imagination. The number of employees who go fishing at work is far beyond your imagination (of course, you will never have a chance to fish as a newcomer), and the number of employees with low quality even exceeds your imagination. Can you think of a head office employee who can't even adjust fonts and scanners, let alone write materials, and the necessary quality of bank employees is to write materials? Well, no matter what level of organization, the establishment is limited. Some people occupy the establishment and don't work, others do double or triple the work. Those who don't work don't feel ashamed or left out, but they are the forbearance and encouragement of their immediate superiors. Over time, can people who do well still have a good heart? All institutions are hungry for the arrival of the post-90s generation, and leaders are queuing to take orders, because they are all a bunch of "old people" who are disobedient and incompetent and have signed lifelong labor contracts. However, today's post-90s generation is not stupid, the money is not in place, and they feel wronged every day, resulting in the loss of a large number of young employees in bank of tianjin. 2. The back office cannot effectively perform its management functions. Back-office departments of the Head Office, such as the Strategic Development Department, the Human Resources Department, the Internal Control and Compliance Department, and the management departments of branches, will definitely break down the summary materials into front-line personnel of various business departments or branches, outline them, and even share the responsibilities equally. It's understandable that you don't know the specific data, but if managers don't understand the analysis of banking business, they just play the role of summarizing and refining, and the final result is summarized by the departments, creating really front-line personnel. Is the front-line staff too burdened and spend all their energy on completing these materials that should have been independently drafted by the competent authorities? What are the benefits for business development? 3. Seconded employees often don't get an excellent rating in the year-end evaluation. It is good for the head office to establish a project system, but there is no project performance. Employees who can be seconded to the project are all under 35 years old, with outstanding business ability and "easy to talk". They worked hard for a year, but they didn't contribute to the original department/branch/sub-branch, but they still occupied the assessment quota of the original unit. The former department leader can't see your achievements, so the top management naturally won't give it to you, and your project manager won't consider you. All he can think about is how to extend. Long-term power and responsibility are not equal, and hard-working employees are inevitably chilling.

Secondly, in terms of income, the performance appraisal of "big pot rice" has not changed at all. For this, employees who "don't want to mix" may have vomited, and they can't spit any more, but for veterans, this encourages them to "mix". For ordinary employees, monthly salary consists of basic salary and prepaid performance, and basic salary is a metaphysics. Due to historical reasons, the basic salary level of old employees is very high, while the post-80 s employees can only wait for two years' salary increase and three pounds of cherries. In recent years, Guan Peisheng earned more than 5,000 yuan a month (without exception), which is higher than the average salary in Tianjin. What's even more disgusting is that your payroll can't be changed. The payroll stops at the end, and there is no promotion channel at the employee level. As far as performance is concerned, it consists of monthly prepayment performance and year-end performance. The prepaid performance of each month is fixed and fixed for n years. In the era of inflation, if it doesn't rise, it will fall; This is especially true for the year-end performance. There is little difference between the first-class performance gained by countless overtime hours and the third-class performance of drinking tea and watching mobile phones every day for a year, while the vast majority of second-rate people have no sense of crisis. People are lazy, and employees in this assessment mode naturally have no motivation to work hard. How many ambitious employees, after bank of tianjin's "baptism", either choose to mix (of course, not so lucky after 90) or find another way.

Finally, from the perspective of career development path: in short, there is no channel and no development path. As mentioned above, among employees, the grades of 369 and 369 will not be judged according to the annual/semi-annual work performance and other standards, and there is no mechanism and channel for employees to change jobs and lines. Job-hopping is often "by fate". When young people come, they are pressed to work in their posts. For newly graduated students, they generally don't know what rejection is. Then you will find that the work is given to you one by one, and as long as you do it, it will become a routine work within your responsibility. Later, you will find that your work will never be finished, you will sacrifice a lot of rest time every day, and your colleagues around you are chatting and drinking milk tea, and you will gradually become the "backbone" of your small group. In bank of tianjin, promotion is a metaphysics. There is a competition mechanism, but the interval is not fixed, the selection criteria are too general and the selection mechanism is opaque. Don't trust the cakes drawn by any leader. If you don't catch up with the opportunity in the years of 30-35, you won't have any struggle in 35+ days, but the most valuable period of your career has also been delayed. Bank of tianjin, you kill people without blinking an eye.