Thread regarding Wells Fargo & Co. layoffs

I've been checking Teamworks At Home since I've been displaced (4/28/26) and will keep checking so long as I have access just to make sure that they don't give me some bravo-sierra for a mid-term review.

@hm Like why do you think this was broadcasted company wide? Genuinely curious.

@hm because you needed "reasons" before that were pretty much standard in your LOB to let someone go. Now, you can just say "less than meets" and after two or three of those you can be let go within a year while citing whatever arbitrary metrics the manager in question chose. Even though the real reason is headcount reduction or just flat out discrimination.

@ae this comment is written completely out of love and concern for my fellow WF comrades. The only time HR is obligated to do anything is if you go to them with a "protected" activity. You can find a list of protected activities on the EEOC website. Remember HR is not your friend. They work for the company. Their job is to mitigate risk and trick the employees into turning over prospective evidence, tricking the employee into emotional conversations so they can counter everything thats happened to the employee in litigation if it goes that far. Unfortunately its not against the law to he an a-s, therefore bad management and unfairness will always be around unless you can tie it into a protected activity. Please consider filing another complaint. Draw a correlation between whats happening and what illegal. And remember keep a time line and/or journal. Include dates and times. Don't share your evidence with HR. Share your grievance but NOT your evidence. They will only use it to counter your complaint. Good luck to you and thank you for being a drum major for justice.

@fp there’s no talent left to lose in this mess of a dumpster fire

@fp+1kt95gdqn

Not following your logic. The new scheme doesn't make it any easier, or harder, to get rid of people via ratings. One presumes that "less than meets" does that pretty much the same as "inconsistently meets" or "needs improvement" did with the old midyear approach.

@fp that's the point. they want everyone gone.

@f7 Yeah but there's no room for improvement then in an environment where the goal posts constantly shift.

If a manager doesn't like someone for xyz reason, now it's twice as easy to get rid of them. Which is a good way to lose talent.

@er+1kt95gdqn

To eliminate time wasting administrative nonsense. The new system has no calibration requirements, no comments required for meets, no meetings with the boss where they pressure you to bell curve the ratings, you are just meets or not and have a quick one on one. Done. I don't really care why they are doing it, it's a bit improvement. Midyears were a huge time waster, every single year.

If you're an IC you might not notice a huge difference beyond the superficial, but for managers it's a good change.

So what is really the point of this? Seems like we’re still going through most of the same motions but instead of a “rating” we get a “trend indicator” which can only be meeting/not meeting… but what does this accomplish? I’m sure there’s some ulterior motive that leads to easier layoffs, but how does that work? I would think that having a real midyear rating would provide easier documentation for layoffs so I don’t really get it

@b3+1kt95gdqn

He really has turned out to be a horrible executive. He has no spine whatsoever. Scotty tells him to get rid of people and he complies without hesitation. He's only been here a few years and he's already destroyed almost half of his team.

Caveman grammar and a manic fixation on risk and compliance are big tipoffs that it's the board lunatic trying to fearmonger again.

@bm anyone that cannot spell out your, you're or you, should be fired immediately

Performance reviews are now 0 or 1. No DEI for reviews anymore.

Remember put in your workday check-in and click submit, ask your coworker and biz partner provide feedback in workday.
It will not prevent you from getting fired but written records always come in handy when you need them.

@bm more than zero then?

Employees can go in at any time and do their own check-in. Same as soliciting feedback.

Heard from senior leader in Risk. Ur performance will be compared with ur peer in similar role. U get not meets if ur peer is super performer . Easy job for managers. More firing with no severance

If you're gonna let someone go, just do it and get it over with. Don't play id--tic games and then wonder why your entire employee base has dropped in productivity.

We are so due for a class action lawsuit here. Firing discrimination should be easy at this point.

@ad Dont forget: Ekene's favorite dessert is flan, and he is going to Japan for vacation soon. Those were the main points from the CAO town halls. total clown show

HA HA. More Charlie wfshitshow for non-indian people. Good Luck surviving the grinder

@OP Probably should read a little better. It's 1, not 2. And the email even says you can submit something.

All of you who are so concerned with this are probably ones that should be gone anyway.

omg the folks running this place dont know what to do

Stacked rankings? No such thing at Wells Fargo lol. I opened a dispute with HR. Listed every detail the my direct didn't do. No goals, objects or check-ins. I went to the 3 up manager and was told my 'career' was my responsibility. HR said all stated policies were only Guidlines and they were disappointed that it happened
It's all about saving severance payouts to silence you when you leave. I've been here for awhile and this last group they brought in are only concerned about their bonuses and would sell out their own mother I've exhausted my resources here, next step is an EEOC case.

Chainsaw is gassing up now - he’s the kn--e and we’re the butter. Im just trying to be better butter than my coworkers so I can keep working for Mr. Saw and his underlings, like our je-ky CAO.

Well WF still has a lot of people getting paid a lot to do very little. This isnt the ideal remedy for that but they aren't going to maintain a workforce they dont need forever, nor would any other non governmental entity.

Nope, but based on how management are shiteburgers they'll wait until just before EOY to claim 'we heard you! We know how tedious this all was, so we've streamlined end of year M-. Now you only have to check a box! PMP? Who has time? M- instead through automation those who 'do not meet' will be automatically transitioned to a program and their career track will be managed with KPIs to determine of they continue to represent a value proposition M-. Field managers will just have to do it. But there will be signs when the new 're-imagined' end of year is dropped.

I can lick my own ball sack

There will be no way to right the ship. If you fall on the wrong side with a "Less than Meets" you're done. I hope there is a solid class action coming from this way to avoid layoffs.