Most of the people in my building are 50+, many 55+ and 5-10 years from retirement who have long checked out and are just waiting it out for either retirement or to get their golden parachute. RTO is only making people more checked out and they are just doing the bare minimum and playing the game while cashing their paycheck which I see no problem with. The only people I see who might leave are a few younger ones who might be able to find remote work but those are definitely the minority. Another failed policy from WF and management is always wondering why this company doesn’t attract talent and morale is low….
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@eg oh but there most certainly is. There is a report managers get if you are not in office 8hrs.
It boggles my mind the way Charlie and co chose a course of driving morale into the dirt and keeping in there for years, in order to drive off anyone with a better option and ensure the people who stay absolutely loathe the working environment. Instead of simply yanking off the bandaid and offering buyouts, so you self-select for employees who want to retire instead of self-selecting for employees who have better options (presumably, mostly your better employees). It takes a true sociopath to come up with a turnaround plan like this
There is no policy that states the number of hours that constitutes a day in the office
What’s the point of RTO if everyone you work with is at a different location? My manager is in Charlotte and my employees are spread across Dallas, Minneapolis, Des Moines and in India. Who came up with this design? Let all teams and groups of all sizes hire in remote locations everywhere so that they are scattered by design. Then ask all employees to come in the office so they can sit alone and collaborate of the phone. Brilliant!!!!!!!
@OP
+1k66fwnj9: Your point about employees “checking out” and doing the bare minimum under Wells Fargo’s RTO policy rings true, and it’s a symptom of deeper issues. I wouldn’t call severance a “golden parachute” either—those are reserved for executives, not the rank-and-file waiting out retirement. The churn you mention, especially among younger talent, aligns with what I’ve seen: Wells Fargo attracts good people with competitive pay and benefits but loses them fast due to a toxic, command-and-control culture. @aa+1k66fwnj9, you’re wrong. The bank’s reputation is not universally “evil” --especially outside these walls—millions spent on PR post-account scandal helped. But let’s look at the numbers to see where Wells stands. Using the following prompt to evaluate Wells Fargo’s performance:
"Provide a detailed evaluation of Wells Fargo’s performance as a bank, focusing on its financial health, regulatory ratings, credit ratings, and customer satisfaction. Include regulatory assessments (e.g., CAMELS, stress tests, asset caps), credit ratings (Moody’s, S&P, Fitch), insights from research/surveys (e.g., ABA, BauerFinancial), ‘too big to fail’ status, and key financial metrics (e.g., ROA, capital ratios, revenue growth). Use recent data and cite sources like FDIC or Federal Reserve where applicable. "Here’s the reality: Wells Fargo is financially solid but struggling with trust and morale. It’s a G-SIB (“too big to fail”), with ~$1.9T in assets and a 2.5% capital surcharge, passing 2025 Fed stress tests (CET1 ratio >10%). Credit ratings are strong: Fitch (A+, stable), Moody’s (A1, stable), S&P (A-, stable), reflecting resilience despite litigation risks. BauerFinancial gives it 5 stars for safety, and ABA surveys show 94% customer satisfaction with service. But dig deeper—consumer reviews (e.g., WalletHub) average 2-3/5, citing fees and poor service. Accenture ranks Wells mid-tier for digital experience, and employees on boards like this echo psychological strain from rigid management. This bank’s size and stability draw talent, but its culture—evident in RTO pushback and your “checked out” colleagues—drives them away. @aa+1k66fwnj9, you could retire and thrive elsewhere, like I did, building a business with less stress. Management’s policies, from RTO to past scandals, keep morale low and risk another PR hit. Charlie’s leadership may not land him in jail, but 200,000 frustrated employees venting online isn’t helping. My advice: set boundaries, plan your exit, and don’t bank on a “parachute” from a bank that’s stable but stuck. #RTO #Morale #Banking
Sharts plans failing? Imagine that!
You people have no idea what you are talking about. Continue to justify the abuse all you want. It won’t make it go away.
@a9 Mnnnn Tasty Boots you got there
Yep, could retire any time i like, but always had in mind retiring at 50 because i wanted to show my kids that contributing to society was important and i like routine and purpose. Management is just causing people unneeded stress and lowering productivity. Sure you get a few people to leave on their own, but the other 95% are making mistakes, doing worthless work, chronically sick and stressed, acting strange. They should really just offer people 2X whatever their package is to leave.. Do a one time accrual for a couple billion to cover the costs, and be done with it. I read these comments and Charlie is well on his way to damaging this banks reputation even further, this is after spending tens of billions getting out from under the regulators. Can you imagine the damage 200,000 angry employees can do, talking trash, and releasing info on the darkest corners of this place. One email to the right place with damaging info and he might be in jail for a decade. Most of America already thinks we're a evil enterprise.
full time remote work is still out there but rare - 10% or less of non-customer facing jobs.
Deny as much as you like, but WF is now actually one of the better corporations by only requiring 3 days.
The more people argue and resist, the tighter things get.