Thread regarding Wells Fargo & Co. layoffs

So on a list of people in Enterprise Application Services reaching service milestones from 1 to 20 years in Oct through May that was communicated today, quite a few were laid off earlier this week. #fail

I knew things were changing when they removed our ability to communicate via comments on Teamwork’s articles

Agreed.

I wish I could be in charge of employee engagement/empowerment/current corporate culture. I know I could improve the current culture, even with continued layoffs. It would require upper management’s support of course. Other CEOs and large corporations have managed to pull off layoffs while maintaining the respect and trust of their teams.

There is nothing wrong with improving efficiency within an organization, but it can be done while showing recognition and kindness towards your employees. At the very least, he should be communicating regularly the vision of the organization and how we can fit in to that vision.

In my observation, Charlie is going out of his way to disempower his workers, mistakenly thinking we will work harder if we fear losing our jobs. That is not a healthy or beneficial strategy for anyone. It is a strategy that creates rebellion.

Yes - he is doing what he’s being paid to do. But there are many different ways to achieve the same objective. You can have a win-win for most stakeholders or a lose- lose. I guess it depends on how he values his impact on the world.

Who stole my bonus?

this is a great site, and not censored (except only some by someone who deletes posts

We are seeing lots of inexplicable/nonsensical moving around of staff in our LOB, I’m assuming to help managers achieve their 7 reports and keep their positions. I would think upper management would pick up on all of it, since some of their very own managers are working the system to their advantage. (Can’t say that I blame them.though.) If you ask questions, the managers say things like “There are big things going on in the background.”

Various “Project Managers” know a lot more than they can say. There are groups working on lists of who potentially will go and how that department/LOB will need to change to adapt. These things take a lot of planning.

I think there is a fairly good chance that our department will be closed in our city and folded into a similar department in another city. Some of the managers say non-specific things like “There could be major changes before the end of the year.” I think they are trying to warn us as much as they can without getting so specific as to create a mass exodus.

Difficult for everyone involved. But keep your ear to the ground. People like to talk about what they know. Pay attention to body language when you ask questions. Put all the various pieces together. Dust off your resume. Go out for work happy hours -you’ll be surprised what you hear 😉.

The reality is that 25% of employees, who are hoping it won’t be them, are going to be surprised.

@clw, it depends on the LOB. I know for a fact our managers knew of layoffs well in advance of a day. They knew within months and were strategizing how to keep the business running without the ones being let go.
They're not going to share information on these forums because they don't want to create a panic. Trust me, my LOB knew well in advance who were leaving.

In that case, we'd agree. Cheers.

Post ID: @clw+1b0LqNw5

OP here. My target is definitely upper management. I thought the overall theme of my post covered that, but I appreciate and understand your feedback.

I'm not sure how many times I have to post the truth, but a large majority of managers doesn't have the information you think they have and are mad about them not sharing. Most are notified the day before the rest of the team is notified, and they need that day to prepare to manage the situation. Your problem is with UPPER management / executive types--they know these things in advance. All the rest of the management groups are laid off right along with ICs, many many have been laid off already and more will be in the future. There's a CEO directive specifically targeting management layoffs, so stop pretending that they are somehow in a different boat. We're all in the same boat together, except those at the top. Creating an unnecessary division between groups in the same boat is ridiculous and toxic. Just stop.

agree 100%. there's a lot of negativity and people that will say "not layoff related" but guess what? We have no other way to share info and knowledge is power! So please do share what's relevant and what trends you're seeing. Leave the negativity at the door, we have enough of that from how our senior exec's treat us. Treat the rest of your teammates (oh sorry employees) with respect. You never know who you may end up working with in the future.