Royal Bank of Scotland

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Royal Bank of Scotland Reviews

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Royal Bank of Scotland Group Chief Executive Ross McEwan
Ross McEwan
84 Ratings
  1. 1 person found this helpful  

    Sad the downward spiral that this organisation has taken

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Project Manager in Edinburgh, Scotland (UK)
    Current Employee - Project Manager in Edinburgh, Scotland (UK)

    I have been working at Royal Bank of Scotland full-time (more than 10 years)


    Flexible working patterns are now policy, to save office space and associated infrastructure costs it is now possible to work from home using your own devices.

    There are still some great people who are working in this organisation.

    The new corporate values.

    Some of the office accommodation (Gogarburn) is of high quality.


    Since the financial crash this organisation has changed from the best place I have worked when I really felt valued and appreciated and was able to do a good job to a place where there is bullying and obstacles are put in the way of getting a good job done - this is partly due to governance (fear driven) and also the lack of experienced staff.

    A lot of good staff have left over the last few years and the clean brooms at the top level do not have the corporate knowledge to implement their ideas.

    There have been a number of new ways of working, operating models and structures, each time the person who brings this new idea then leaves the organisation before the model gets a chance to become embedded.

    The increasing movement of jobs from the UK to India in order to cut costs has resulted in a number of third party companies in the sub-continent making a lot of money from the Bank. Within technology the net effect has been lowering of morale in onshore staff, lower quality and increased timescales.

    The organisation is now very much smaller but in some areas the workload has increased, with redundancies and attrition there is now a real shortage of managers in some areas. The remaining managers have too large a workload to do their job effectively and the stress is palpable.

    Political interference has been extremely damaging to the Bank. In particular the EU requirement to divest a part of the UK business. This has swallowed up people and money and has prevented the Bank investing in its technology to serve the organisation and its customers.

    Advice to ManagementAdvice

    Start living the values - think long term, encourage working together, respect and value your staff. Provide clear vision and direction - not just a strategy which is then left to be implemented by each area in its own way and leads to confusion and argument.

    Stop bringing in expensive consultants to tell you what your staff could tell you if they were given opportunities.

    Staff appropriately to enable people to have space in their schedules for creative thinking and continuous improvement. You will be surprised what can happen when you leverage the strengths of your workforce.

    Doesn't Recommend
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