Number one issue with wellsfargo a. Many managers are individual contributors and do not have any leadership skills. You need to bring people who can motivate and move things as a team not giving orders or taking the work doing yourself and brag about it . Their primary job should be a facilitator and breaking barriers. But many have no enthusiam to do this but want a manager job. After sometime due the pressure, some of them leave the position and joined as individual team members but they done enough damage to that team already. If a manager try to prove his individual work , the team will be destroyed.
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Horrible management. Thank God they did one thing right and laid off the middle managers in mortgage in Charlotte. They were brow beating threatening a holes. They deserved to be chainsawed out
Manager here in title only. Primarily individual contributor. We’re told what to rate team members regardless of the writeup, no input on increases or bonuses, very limited promotion across the team year over year, no promotion to open positions. Work is rewritten and credit taken. Why put in the effort?
I may just be a bottom level sewer dweller, but I know that managers are hardly the number one issue. The environment fosters their apathy jealous pettiness. The impetus of all WF’s ailments starts at the Board. Investors must like what they’re doing as they remain silent.
As a manager, I shouldn't also have to be a top contributor, and the C-suite should allow me to manage. None of that is happening.
I had a 10 year employee who received exceeds every year. He worked on the 2 highest priorities for the bank. Emergency situations where something was required 2 weeks ago, he would step in and get the project back on schedule. He was someone I could count on, and was a little overloaded. I also have employees with far less work because they aren't dependable and their quality of work is lacking. Last review period, I was instructed to remove their exceeds and had to rate them a meets. They left the company and I lost my most productive employee because they have been here 10 years and someone wanted them gone. Good for him, he will go far. Executives do not care about quality of work. Executives are not taking performance into account when they roll out blanket policies regarding rank stacking or RTO. We are losing top performers, not the employees we can not count on. As an individual contributor, I can provide more training, but I can not take the amount of time necessary for a PIP, so they get an inconsistently meets. And the inconsistently meets make up most my team now. Executives are going to put underperformance on me, when it's these insane policies driving away top talent.
This is an issue with all companies. The best individual contributors get promoted to managers - regardless of their aptitude or skills in managing people.
I hope OP never becomes a manager
Why did my Dylan Mulvaney post get deleted but this one gets to stay up?
I had a WF manager once say to me “That’s a great suggestion, why don’t you take that on? (we were providing managerial feedback for things THEY could do to be better managers). Passing the buck and delegating manager specific duties (they don’t want to work either).🤦🏻♂️
Managers are now only puppet masters for Charlie and company. I do not understand when a current individual contributor is laser focused on becoming a Manager. The money certainly isn’t better. I am starting to think it’s people who know nothing of substance and need to hide behind a team of worker bees and swipe their knowledge and output as their own. Oh and those who have outdated logic where the term “Manager” equates to success and power.
This is well said concerning the management here. I was on the mortgage side and thankfully they laid off some of the worst ones. Our manager would give us all her work to do and then would take the credit for her doing it. We were brow beaten and threatened every day. She looked at reports which were wrong and used that as her basis to threaten us. She was never a processor so h how She could lead a team was ridiculous. Her boss was even worse. Going up the leadership team all of these senior management had zero experience. They are the people making these stupid de visions. The Mike Venables and Greg Bakers of senior Management are clueless and they S&ck!!!!! Shame on Wells Fargo!
Totally. The less experienced managers are often counterproductive & envious, saying passive aggressive comments to the more able people on the team. They see really good performers as a threat. They play games and game the system. I've never seen managers like this before I came to WF. It's one of the reasons why I left.
I’m not 100% disagreeing with you, but there are cons to “bringing in leaders who can motivate and move things as a team”, rather than promoting from the ground up and/or promoting from within.
Part of Wells Fargo’s problem is we have too many clueless Managers who don’t know/understand the work they are supposed to be managing. They have no institutional knowledge, they can’t problem-solve, they don’t understand the downstream effects of their decisions, they don’t want to hear anything “negative”, they’re in another state, they are unable to help in a crisis, they don’t understand enough to fully manage risk, they are job-hoppers with no stake in the game. There is a big problem when the employees know more than their managers.
I think we have too many leaders who are nothing more than hired Yes-men.
Director here. While I have a team of 8, I am also an individual contributor. I have no control over ratings when I'm told the highest I can give my team members is a 'meets'. I am fine with WFH for my team, I am told mandate RTO. Shave a point for merit, reduce bonus. We are not giving the ability to manage.