I joined this company with high expectations based on how the organization and culture were presented during training. Unfortunately, my experience has fallen far short of those expectations.
I originally applied for positions that were closer to my home and offered more hours. I was informed that those positions had already been filled, so I accepted a role at the nearest available branch despite the lengthy commute and reduced hours. Shortly after accepting the position, I was contacted by another AFCU branch that was significantly closer to me and offered more hours. They wished to schedule an interview, and when I expressed interest in transferring to that location, I was informed that I would need to wait three months before becoming eligible for a transfer.
What was not disclosed at the time was that even after reaching the three-month mark, any transfer would still require management approval. The lack of transparency regarding transfer policies was disappointing and should have been communicated clearly from the beginning. Additionally, the company appears to place little consideration on the burden of requiring employees, particularly part-time staff, to travel to training locations outside of their assigned branch.
The first few weeks after training were relatively positive. However, once I transitioned into my regular duties, it became apparent that the culture at my branch was highly clique-oriented. Over time, I have felt increasingly isolated by several coworkers and one of the team leads. It has also been discouraging to feel as though asking for assistance is viewed as an inconvenience, especially when certain procedures were not thoroughly covered during training.
As a neurodivergent employee, I sometimes require additional clarification or hands-on guidance when learning new procedures. I do not believe this is an unreasonable expectation, particularly in a role where accuracy is critical. Simply discussing a procedure once is not always sufficient training, and employees should be able to ask questions without feeling dismissed or burdensome.
I have also experienced situations where additional precautions, oversight, or requirements appear to be placed on me when performing tasks that other employees complete without the same level of scrutiny. Whether intentional or not, this has created the perception that I am being held to a different standard than my peers and has made it more difficult to perform my job effectively.
The cumulative impact of inadequate training, inconsistent support, workplace exclusion, and what feels like unequal treatment has taken a significant toll on my well-being and job satisfaction. I no longer believe my current branch is an environment where I can succeed or grow professionally.
At this point, I see very little opportunity for improvement unless I am transferred to another branch. If that is not possible, I will likely have no choice but to seek employment elsewhere. While the company may be a good fit for some individuals, prospective employees should ensure they fully understand transfer policies, training expectations, and the culture of the specific branch where they will be working before accepting a position.