So I’m an a sales position, have consistently exceeded my KPI’s and was given a meets? And told “meets is the new exceeds” and that it is impossible to get above that.
Why do we even have a five level scale if the top two are unobtainable?
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To the manager that told people to accept they just aren't in the top 20%...I'm a manager and have a high performing team. Over 50% of my team would be an exceeds if I rated them against their goals. I'm not allowed to do that. I can only give a certain percent and exceeds or consistently exceeds rating, which means the majority of the employees that are working their hearts out are only getting a meets. They deserve more, even if their managers can't give it to them.
If Wells Fargo management is capable of creating fake customer accounts and nobody went to jail, they are also capable of writing fake performance reviews for employees.
As a manager who has many calibrations under my belt I can tell you that the two ratings above meets exist and 20% of all staff receive it. Your mgr doesn’t think you are in the top 20%, just accept it.
I just received an "exceeds" rating on my mid-year review.
Because MONEY!
"I personally find this to be important. I see a lot of people stressing to impress their supervisor and I really don't understand it. Most of the supervisors are narcissistic and overweight. I'm not sure why they kiss up to them"
Because your d-mb. Everyone knows that it is personally advantageous for your career to kiss up to narcissistic and overweight supervisors.
Now the skinny, stable ones that mentor and support you, THOSE are the ones to watch out for.
Working 80 hours a week, meeting/exceeding all metrics and completing all projects successfully will not always get you "exceeds". If your boss and his/her boss don't like you, your hard work and accomplishments don't mean anything to them, they will still give you "meets" or even "inconsistently meets". I am not kidding, politics is everything at Wells Fargo.
The HR performance review system has always been fundamentally flawed. The system is designed for the company, not the employee.
Wells Fargo across the board has become a one-directional top-down monster where even the crumbs (incentives both tangible or otherwise) thrown to employees are stale and headache inducing.
who cares, can’t promote my “exceeds” people anyway, so it is meaningless
We have 5 ratings to demoralize us so we'll quit. Same reason HY does everything that they do.
Where you been? This has been the review motto for a couple of years. If you do your job well, as expected, that is a Meets now. You have to take on other work or go above & beyond consistently to be considered for an Exceeds. 4 is possible but I’ve never heard of anyone getting a 5.
This is not exclusive to Wells. Pretty standard perf raking now in a lot of companies.
4 and 5 are obtainable as i have had those ratings over last three years
Good question on why having 4's and 5's if it's unobtainable - Part of the answer is that they design it this way to lower overall compensation.
@luo+1tNzLqpE Well-put. I would add that’s it’s a sign that the company has not, in fact, returned to an innate culture of honesty. Any improvement in sales practices is the grudging, superficial result of regulators hounding us, but the rot still goes very deep.
Wells Fargo has made some notable progress in cleaning up its sales practice behaviors. However, its internal communications and processes with regards to reviews, compensation, diversity, and other HR matters are still riddled with obfuscation, secrecy, hyperbole, and outright dishonesty. Maximums and usually even midranges for pay are typically fictional, for example, as increasingly are upper performance tier ratings. A banker or financial advisor who exhibited the same dodgy behavior with external clients would be fired and possibly barred from the industry, but it’s tolerated when it comes to internal corporate management practices.
I work at one of the call centers and I intentionally barely pass on all of my metrics. I've always done this. If I notice I'm doing more than what I need to be doing, I'll do less.
I personally find this to be important. I see a lot of people stressing to impress their supervisor and I really don't understand it. Most of the supervisors are narcissistic and overweight. I'm not sure why they kiss up to them.
WF can’t justify termination of employees with exceeds rating. I was told the best rating allowed is meets.
Why do we even have a five level scale if the top two are unobtainable? Because its from the JPM playbook...4s and 5s make it easier to fill up the displacement lists.