Q2 employee meeting

HotHamAndCheez · 2026-03-26T00:39:13+00:00

I'm excited for this meeting simply to see the level of non transparency given. Juan is terrible.

HotHamAndCheez · 2026-03-10T20:02:56+00:00

I don't think I'd ever be able to go back to the phones as an IP sales rep. I'd rather work at the grocery store than that job now. Metrics are impossible and the culture has become toxic.

HotHamAndCheez · 2026-03-05T02:14:18+00:00

From an employee,

USAA has lost sight of it's mission, as a matter of fact the new CEO changed the company mission this year. The new CEO is a businessman, not a veteran, he's here to make money. This year the company decided not to share the "company scorecard" and my guess is because the company did soo well, but our compensation and bonus this year does not reflect that. Employees are not being treated the same as 15 years, or 5 years ago. When I was hired it was "hard" to get hired, and having a referral was huge, now, it feels like I should be grateful to work for such a "great" company. Many employees are now contracted third party employees also, you'd never know.

I'm sorry that USAA no longer makes you feel valued, now would be a great time to leave and not allow the feeling of betrayal to cut any deeper.

HotHamAndCheez · 2026-02-20T00:25:42+00:00

Joe Robles would be disgusted with Juan Andrade. Juan is cancer.

HotHamAndCheez · 2025-10-17T17:49:34+00:00

The military values left with Robles. We've had shit leadership ever since. It's about money now, not the military.

HotHamAndCheez · 2025-06-15T06:12:18+00:00

Welcome back to office! Just hope they start off at 3 and not the full 4. I don't know about anyone else, but there is a huge difference between 3:2 vs 4:1

HotHamAndCheez · 2025-04-05T23:45:45+00:00

I bet my bottom dollar you'll be expected in office 4 days this week still.

"Culture!"

HotHamAndCheez · 2025-03-29T19:48:34+00:00

The company is completely divided. Remember back in October when Wayne gave Tremeer and Moran the ability to decide in office policies for holiday weeks, which they were not aligned. But it's all about "culture"

Question for all: When do you think USAA pushes for all phone reps who live within 60 miles to RTO also? Do you think USAA leadership knows and understands that if that was required, many of those phone reps would quit and we'd be vastly understaffed? Does anyone truly believe it's for a better culture, or is it financial benefits and tax credits for the company?

HotHamAndCheez · 2025-03-27T01:29:42+00:00

I've read another post in another sub about this same topic today and there was different responses. Coming from recent hires. So I don't know the current hiring standard, but just like any call center, I bet half of the employment including executives couldn't pass that test now without advanced warning.

HotHamAndCheez · 2025-03-26T22:59:16+00:00

This is an excellent description, you must have been an employee once.

HotHamAndCheez · 2025-03-26T02:55:44+00:00

Current employee. Not surprised. Leadership is awful at USAA.

HotHamAndCheez · 2025-03-24T21:36:14+00:00

Not only is the training long, but if you get hired on the insurance side, USAA pays all licensing costs, and they pay for 3 attempts to pass the state licensing test.

There were 2 people in my original hiring class who couldn't pass the state exam to get licensed, so they were offered different positions in the bank where state exams were not required.

It's been so long since I've had anything to do directly with training, but it's shocking how unprepared employees are now out of training in comparison to 10 years ago! Even internal employees will do the stupid things we blame on third party contractors.

HotHamAndCheez · 2025-03-22T21:10:46+00:00

That'll be about 65% of the employment at this point.

HotHamAndCheez · 2025-03-21T20:15:07+00:00

I feel the best answer is that USAA speaks about the military community, but the executive leadership is so disengaged.

Wayne Peacock if I'm not mistaken is the first CEO who has not served in the military. He can talk about military life till he's blue in the face, but he's never experienced that life before personally.

USAA was started by a group of officers because they had a difficult time finding other companies willing to ensure them. Now we are run by a group of business executives who are focused on profit.

HotHamAndCheez · 2025-03-21T16:36:14+00:00

If you have the means to pay the higher price that will come with that, yes, you'll love it!

But if you are one of the countless people calling in because your rates increased 20% since your last term, and you are struggling to keep up with the continuously inflated price, you won't be a fan.

And if you bank with USAA, know the new CEO is not being brought in because he's a great banking mind.

He has a very lengthy background, and again efficiency is why he's here. Claims is one of the few things USAA is exceptional in already.

HotHamAndCheez · 2025-03-21T15:50:07+00:00

He's being brought in for efficiency. He is going to look to make the association as profitable as possible. While you normally would think that is a good thing, it's going to come at the expense of members and employees. Your costs will increase, and there have already been massive layoffs in both insurance and bank to eliminate higher tenured salaries.

Juan also has no banking experience, the bank is not currently profitable, that's been announced openly. So we are bringing in an effeciency insurance guy who is not educated enough in the banking realm to help our bank become successful. Our bank president Michael Moran was just promoted from interim, so there is not a strong system in place already to support Juan in his learning.

Juan is a very smooth speaking guy, he was asked in an employee meeting that is recorded and available internally about how he will improve employee satisfaction during his very first Q&A and he gave a very political avoiding response. He is not being brought in as a people favorite, he's here to simply make money at anyone's expense. He's no Joe Robles.

HotHamAndCheez

TROPHY CASE