A recent Right to Information (RTI) response from Bank of Baroda (BoB) has shed light on employee resignation trends over the past three financial years. The data, covering 2023–24, 2024–25, and 2025–26 (till date), excludes voluntary retirement cases and provides year-wise and scale-wise details for clerical staff and officers from Scale I to Scale V.
According to the bank’s response, exit interviews are conducted for all resigning employees in line with the Standard Operating Procedure issued in March 2020. The process aims to document reasons for exits and gather feedback to improve workplace practices. The RTI data presents an official overview of attrition patterns, offering a factual account of staff movements and the institutional mechanisms in place to manage employee departures.
However, the All India Bank of Baroda Officers’ Union (AIBOBOU) has raised concerns about the growing dissatisfaction among employees. The union attributes a surge in resignations to what it describes as a toxic work environment, weak grievance redressal, and an indifferent attitude from the HR department. It claims that transfers, promotions, and other personnel decisions are often handled arbitrarily, leading to frustration and disillusionment among staff.
Union representatives allege that officers are subjected to pressure to meet sales targets for third-party products and that non-compliance can lead to punitive measures such as transfers or poor performance appraisals. They also cite issues such as biased investigations, nepotism, and lack of transparency in promotions.
The contrast between the bank’s procedural response and the union’s critical assessment underscores a widening gap in perceptions between management and employees. While the bank highlights adherence to formal HR protocols, the union’s claims point to deeper issues of trust and morale. The situation reflects an urgent need for improved dialogue, stronger grievance mechanisms, and a more empathetic approach to employee relations within the organisation.