A recently displaced HR manager at HY told me in a 1:1 that CS no longer wants to continue paying severance. Instead, he has instructed his directs to relay to all managers to rely heavily on performance reviews to justify terminations. He also mentioned that there is a plan to cut 30,000 employees in 2026.
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@vn sleep over a pile of billions that wouldn't even be able to spend in their lifetime. This company sux...and have definitely changed since i started. They will be rolling around on their beds of miney with all their AI robots
#classactionsuit if he fires everyone by lying about their performance.
# no joke i think they are just about to do it to me as well.
Every one of those things z8 posted are happening. Fact.
@ze deny, deny, deny.... until it happens to you.
easy to "connect the dots" when you're just making them up in the first place
- budget for severance severely limited next year.
- recent increase in terminations for "cause" - where "cause" is an IM rating. No PIP, no workday check ins...
- new requirements introduced for 8+ hrs in office with one month of "adjustment" time - then anyone not complying getting "workday check ins" which is just a new euphemism for an informal warning.
- year end ratings getting downgraded if not meeting in-office 3 days wk.
Isn't hard to connect the dots here
This is likely why there is so much focus on tracking days in office and now hours in office. If all employees on a team are performing the same, it will be the guy who doesn’t maintain their average RTO days above 3 or stay the full 8 hours a day who is chosen for IM. Something that may not lead to direct punishment but can definitely be used against you.
@OP Yes. That is definitely the case... I don't know how these senior leaders sleep at night.
@qf
This scenario is where my team is at. We all work on the same initiatives together so to stack rank a 8 person team to IM is going to be interesting.
@nq it happened to me..they made up s#$t at YER metrics that were skewed and never in performance. Upper mgrs dont care, HR dont care..they put whatever they want to meet the stack rank and yank. Ever since HY OC there has been no accountability as to how someone can go from meets to IC or NI. The worst example of leadership I have ever seen. In the previous decade you were a bad mgr and had to get your people to improve and there was no firing someone for performance. It is criminal the lies they are doing to damage peoples lives.
The guy can’t help it with his very transparent appeals to authority lies. His girlfriend in…Canada told him we all need to be afraid! Yeah, that’s the ticket.
What're the odds, another friend of the troll conveniently reinforcing his latest conspiracy theory
I was laid off back in Oct. ‘24. One of my mentees from a previous company is now a senior manager at Wells.
She called me in Nov. ‘25 to discuss this exact situation. Leadership is pushing to ratchet up performance review severity in order to generate more terminations in lieu of layoffs. She was very upset bc she doesn’t feel like she has any people on her team of 7 that can be realistically be rated IM or below.
@ap there's still severance, just the business has to pay for it.
severance used to be paid by corporate; now each lob will have to fund it out of their "saves" from cutting staff. Keep and eye out for more scrutiny on it RTO monitoring as a means to getting rid of staff.
Most have signed an arbitration agreement so I don’t think class actions are even possible.
@ke
The problem with that is that there are not alot of opportunities to do that with certain teams. To do more than what’s expected to get “meets” is hard to do with compartmentalized work like Jira tasks, etc. You have a set amount of work assigned. You can't just take on any initiative like the old days and get some credit. At least that is what it is in my org.
Gonna be interesting on YER for alot of folks. Taking someone from a Meets at MY to a IM at YER is gonna be a hard sell if that is what they are going to start doing.
They will need to explain how they got to IM within a couple of months timeline from Meets.
Is it true that severance package is given even if performance rating is Inconsistently Meets. Or does employee has to have Meets or higher rating to get a severence.
@cg We were told by upper management that we have to do more than what’s expected to get “meets” beginning with 2025 year end reviews.
It is a good case for a lawsuit. The company can layoff h1b workers to save the money.
Welch completely destroyed the storied GE culture and picked wrong man as his successor. Immelt finished GE off.
I really doubt there will ever be any "leveling off". They might say that there is to keep people working until the end, but stopping is not how shart is wired. So long as he is CEO, headcount reductions will continue. What he'd really like to do is get rid of retail and mortgage. Without those, you wouldn't need hardly any American workers.
Well, fu-k me Batman.
@ce 600 every week
As long as your manager doesnt hate you and/or you're among the worst on your team you have nothing to worry about.
I’m at HR Dir. but not in HY. I can’t vouch for anything the OP has said. I do know that layoffs will continue throughout 2026. The number I’ve seen in presentations is more like 20,000 layoffs to go and then things should level off. They are doing more terminations, and those stem from various things like non-RTO, productivity, etc.
@ck stop replying to your own d-mb posts
Why don’t you post the same thing again tomorrow dummy
@cg+1kdemt25y believe it. It happened to me. I did not do anything wrong. I was gas-lit too. It is stack ranking. Been going on for years and now they are pulling the trigger on their plan. All the savings goes to CS and inflated stock.
How many people have to say this is true for you to believe it? It is happening and the mode is stack ranking!! All CS cares about is money. Every leader complies to keep their own job. I am convinced when 2025 year end is delivered more people will get the rude awakening. CS has no other talent and is following old mgt from 80's. Anyone with an MBA knows this.....The CEO who popularized the "rank and yank" (or stack ranking) system was Jack Welch, former CEO of General Electric (GE) in the 1980s, which involved ranking employees on a curve and removing the bottom 10% to foster competition and productivity, though the controversial method was later abandoned by GE and others due to negative impacts on teamwork and culture.
They probably read this board and see all the mo--ns who proudly discuss how they dont do anything and are just waiting for their giant severance package since it appears they live in an alternate reality where su-king at your job means you automatically get a giant check when you get canned. Welcome back to reality where you dont get jack #### when you are termed.
An HR professional told you confidential work information given to them by the CEO. I’m hoping they are not wondering why they were let go. Top requirement for HR is confidentiality. This is total BS post. A bored Indian trying to stir the pot. Go take a shower you people stink.
I would like to know based on what I've been reading here and what my manager has told me how likely are they to just fire anyone with an IM rating. From what I was told in my last one on one it sounds like due to stacked ranking I'm most likely going to get an IM. But manager also told me if I don't improve I could be fired and that I would have 3 cycles to improve and if I don't then I would be fired. But that was old Wells abd probably not true in these times.
And before anyone says I need to actually do my job if I expect to stay employed I have talked to others on my team that also don't understand what I've supposedly done wrong. When I tried to talk to my manager again later to get more details they gaslighted me and said I just heard the word "fired" and let it get to me. We are both on the layoff list supposedly for 2026 due to location strategy and I don't know how much I can trust them. As much as the current job market su-ks every Tuesday after payday I hope to get laid off.
30k would be very bad press for WF. That would mean 600 people laid off every other week. No way this would not make the news.
This tracks
I heard no more severance next year. People guessed they will performance out some people, but 30K is hard to achieve and inviting law suits. But think about it, settlement probably will be cheaper.
Sure Jan
LMAO
@a5 I’d bet on the latter.
Guess that HR pro was termed because they had loose lips.
Or this post is complete and totally fabricated BS.