Thread regarding Wells Fargo & Co. layoffs

Same thing happening to me. Mid year meets. Change in management and year end is IM…is it even worth documenting at this point?????

What about getting an IM and not even know you got one, and you find out about it after logging in after you were displaced? Supposedly too, over something that happened in a previous year.

Expectations in AMLFI are absolutely insane. Led by a person, not leader, who leads by fear and unrealistic metrics, having never worked a case load. Morale can't get any lower. The writing is all over the walls. They are changing MBOs since they've been not holding to them for 5 years. I wish banking had unions to protect the employee.
This group does 3xs the workload due to displacement and a ton leaving because of the BS. Very common to work evenings, weekends, holidays, and during PTO. It's a definite sh-tshow. I've been a top performer for many many years. The evals are BS as they rotate exceeds so everyone gets it every couple of years cause they are only allowed to give so many per team. Playing the game until I leave. WF completely abuses salaried employees.

@OP YOUR STORY IS EXACTLY LIKE MINE.

In your dream.
Could never happen here.
If it's clear, it is hard to do performance rating

This year I got a few thousand dollar bonus but 0.00 raise. This is BS

@a6 all excellent points. Op..and others This is the exact reality I went through and I was terminated. HR did nothing. You cannot get your files after you leave. Lawyers will not take case unless you were told specific discriminating detail.

Same thing happened to me.
Before I was put under an Indian manager, I got many Exceeds.

@OP join the club. You are not alone. I am dealing with the exact same sh*t for almost one year now. Just counting my days. If it was better job market, I have been long gone but we all know the market and job situation so putting up with this mental torture.

@OP join the club!
Same thing is happening to me.

Once they decide you're on the list theres no getting off of it. May not be fair but thats the new reality.

they will have serious issues with this flawed measure of evaluations. there will be a new admin coming and wells' short term thinkimg will enrich the leaders, who will be gone whem the sh-t hits the fan. their decision to outsource will amount to additional egg on their faces.

Welcome to the BRAVE NEW WORLD ORDER! The times, they are a Changing! While this description of your plight with your employer may all sound unbelievable, just take a look around. Do you see what I see? Todays America is a totally different America from the one that existed on November 3, 2008, a mere seventeen years ago. Stay tuned. More to follow without doubt.

@av point/metric system was introduced last year, but it was never clearly communicated or formally discussed with me. Minor Jira updates are being counted as negative points, and these items were later documented in my mid-term review without prior warning.

What are the (atleast some) of the metrics that you believe weren’t communicated clearly?

Get everything in writing, including your own responses to your review, your numbers etc . Review the performance policy and print out if able as you won’t have access to it once you are fired and HR will say it’s not available to you after your fired stating it’s an internal document. Take this from an ex employee of 20 years who had 1 year of inconsistent met and was fired. I disputed my firing and was told HR researched it and that WF followed the performance policy. Document everything

You've been marked for exit. Get ready

You're probably about to be fired. It sounds like you are on a PIP. Are you on a PIP?

@OP, what you’re describing is textbook psychological abuse and constructive discharge prep — not a “new policy.” Here’s what’s really happening: Selective enforcement / double standard
Same performance → different consequences. That’s not policy; that’s targeting. If it’s truly a new rule, ask (in writing): “Can you share the written policy and how it’s being applied across the team?” They almost never can — because it doesn’t exist.
We-ponized documentation
Adding inaccurate or incomplete notes to Workday is a deliberate paper trail to justify future IM/NI ratings, PIP, or termination. This is why you must counter-document immediately.
Coercive micro-management
Weekly check-ins + nitpicking minor issues = intentional stress creation. Goal: make you quit or give them “cause” to fire you with lower severance risk.

This is the same playbook that’s been running since the account scandal days: fear, control, selective punishment. The fact that you went from consistent merit bonuses to this overnight shows it’s personal/manager-driven, not performance-driven. What you should do right now (protect yourself):Counter-document everything
Reply to every negative Workday note with a calm, factual rebuttal. Attach evidence (emails, completed deliverables, peer feedback). Save PDFs locally and in personal cloud (not corporate ).
Request written policy in email: “Can you please send me the written policy on how last year’s ‘inconsistent’ rating affects current expectations, merit, and the standard applied to the team?”
CC your skip-level or HR if safe. No response = more evidence of unfair application.
Log every interaction: Date/time/manager name/what was said/criticized. Use a personal notebook or encrypted doc. Pattern of selective enforcement + inaccurate documentation = strong hostile environment claim.
Talk to HR (carefully): If you trust anyone in HR, file a formal concern about inconsistent application of policy and potential retaliation/bias. Use exact words: “disparate treatment,” “lack of transparency,” “inaccurate documentation.” If not, skip straight to external.
External steps (start quietly): Consult an employment lawyer (free initial consults common). Bring your documentation.
EEOC charge if any protected characteristic (age, race, disability, etc.) could be argued — deadline is 180/300 days from adverse action.
File for unemployment proactively if PIP/termination comes — unfair ratings can strengthen your case.

Exit plan (parallel track): Update LinkedIn (turn off activity broadcast).
Use tuition reimbursement now for AI, Snowflake, CBAP, cloud, AI,Security certs — build credentials before they cut it. Upskill now.
Apply aggressively — JPMorgan, Capital One, Truist, US Bank. They hire ex-WF talent and have better cultures.
Quietly quit emotionally. Do the minimum required, no extra hours, no volunteering.

You are not the problem. The system is.
This is how Wells Fargo keeps the fear alive: selective punishment, unclear expectations, and no real recourse.
You deserve a workplace where expectations are clear, consistent, and applied equally — not this. Document, protect yourself, and get out.
There is life after Wells Fargo — healthier, fairer, better paid.
You’ve got five years of solid performance. Go take it somewhere that values it. My mission: fearless workplaces.
There’s a better option — start moving toward it today. Yes... we are still here... building our LLM.

@mI’m not throwing a ‘Life Should Be Fair’ protest rally anytime soon 😂 I’ll just replace ‘fair’ with ‘strategic plot twist.’ But hey, even if nothing’s fair, at least we can still be funny about it. That’s my new policy

Su-ks and you're not alone. Might be best to remove the word 'fair" from your vocabulary. Nothing is fair, and talking about fairness can suggest a sense of entitlement and/or victim mentality.