@OP, @ag nails it—any study clashing with the HR/management narrative gets discarded, just like the “Voice of the Team” surveys or the “efficiency” excuses masking a 5-year-and-counting offshoring operation (the All-India project). Wells Fargo’s ghosts of the account scandal live on: coercive stacking, weighted reviews quietly shared here, RTO as a Survivor game, and “location strategy” shredding cohesive teams.
This isn’t organizational development—it’s deliberate destruction, the opposite of transparency or accountability. No process will force fairness; bullies bury inconvenient truths to protect bonuses and power. Ethics? Shareholders won’t care until the next crisis exposes the rot—then regulators will grill them again, post-scandal style.
Recovery starts by reading what management skipped in school: The Fearless Organization (Edmondson—Pixar’s psychologically safe teams innovated; Wells’ ghost teams die). The Agile Alliance shows that psychological safety—not fear—drives real efficiency.
Document everything (anonymously if needed), file with the EEOC if bias is involved, and look into Wells Fargo Workers United. Upskill outside their narrative—use tuition reimbursement for Google, AI, Snowflake, or CBAP certifications. Join tech user groups, quietly quit, and job search—JPMorgan, for instance, builds fearless teams using AI (30% cost down, 20% sales up).
Don’t wait for Engle’s $22M “fixes” or the Columbus hub miracle. My mission: fearless workplaces. There’s a better option.