Does it even matter if a person has been exceeds/consistently exceeds for years when it comes to layoffs, or is it just luck of the draw? Do the geniuses making these decisions care if they lay off underperformers versus higher performers?
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Couldn't agree more. It's all little more then excuses. They'll find one or make one up.
Your org’s budget has all to do with it
I’d be surprised if this “relocate or be removed in two weeks” is valid. When this was being pushed last time it was on the order of 30-60 day decision period and then 6 - 12 mo relocation timeline.
Either way your continued employment isn’t predicated on review rating alone. This thread is one of the few shining lights I’ve seen here where there are posters who grasp the fact that there isn’t a singular attack vector against us employees. There are multiple angles of attack occurring, most of which aren’t “poor performing employee = fired.”
It’s always easier to justify letting a poor performer go later on than it is to make enough cuts to keep a high performer on payroll and put your eggs into that basket. Wells isn’t a mom and pop shop, it’s a mega corp that has to think like it is a mega corp. Theyd rather cut to make numbers expecting others to fill the voids or be let go for not trying.
Depends on the "displacement vehicle". There's the non-core location (move or bye). There's the we're moving out of this business - whole teams are toast. There is the "too many people" in a role for the work we have vehicle where the laying off manager stack-ranks people and lets the bottom go - the rest pick up the slack. Ironically, the form doesn't REQUIRE that the metric used be the performance rating. I got ham-fisted into making up a "metric" so that the intended "least good" would in fact be let go.
It doesn't really matter what your performance is, or if you look like a clip-art person, or if you live in a se-y, vibrant hub city - when it is your time we will pick the correct "displacement vehicle" like the right tool for the right job and pluck you out.
Post ID: @gnq+1nLOxcDc
You are the 2nd post I’ve seen lately where it sounds like you were given an option. Relocate or you will be displaced in 2 weeks.
Interesting! I’ve not heard of anyone getting any type of true pre notice or ultimatum.
Can you share the line of work you’re in? I’m hoping it’s in CL.
If you are part of a selection process then your rating can help/hurt you. “Selection process” means - there are 2 or more people doing similar jobs and they need fewer… I.e. there are 4 llama groomers and only 2 are needed going forward. Then selection is performance based.
If a function is being eliminated or absorbed elsewhere, or a location is being exited - no, performance doesn’t enter into it.
Had my mid-year review Thursday, I exceeded expectations and we discussed the volume of work we have for the rest of the year....this morning my job was eliminated because I'm not in a Hub city. Half of our team was cut and it's driven by "Charlie's location strategy".
I consistently received “exceeds” in my performance reviews year after year. My final year I received two 6% merit increases, being told I was a valuable asset to the company. 9 months later I was laid off.
@gnq+1nLOxcDc I’m really sorry you received that notice. I’ve also had very high performance ratings over the last years but am preparing for a similar notice or just outright displacement with no notice. Do you mind sharing your business line and/or location? The hubs seem to vary depending on the business so I’m curious. Good luck to you - I’m sure your next role will be better than this.
It has no impact. I've received high marks the last year on end year and mid year and was told this morning I can attempt to get a relocation approval (no guarantee) or be placed on displacement in two weeks due to being in a non core hub despite being here for 4 years.
Higher salaries, regardless of performance, in our area. It is all about the bottom line and nothing else. Charlie and the C-Suite want the higher stock price so they can cash in their stock options, and that it their only goal.
They have no vested interest in the long-term success of the bank.
It's not discrimination if you outsource it.
Marketing hasn’t really had a layoff in a long time, but back when we did it was obvious that the only real criterion was whether or not you were in the right clique.
We have 2 people on our team that seem to be useless but are still here. And we had 2 very hardworking individuals get laid off so who really knows.
Third-party algorithm used to help protect WF from lawsuits (discrimination). It seems like no rhyme or reason. We lost our two best, high-performing leaders.
It’s based on the size of your PP. Watch out if you have a small PP. Charlie coming for you.
Mostly its based on how much you su-k up to the decision making manager!
Zero rhyme or reason. I’ve seen high performers laid off as indiscriminately as low performers. I’ve seen tenured employees laid off like they were new hires. One’s proximity to a Hub also doesn’t make one immune to layoff (just an FYI). They could be drawing names out of a hat for all we know.🤷🏻