Thread regarding Wells Fargo & Co. layoffs

Perfect example of JPM's issues and the tuck it under the rug behavior:

https://dailyhodl-com.cdn.ampproject.org/c/s/dailyhodl.com/2024/05/10/jpmorgan-chase-suffers-data-breach-affecting-personal-information-of-451809-customers/amp/

Grief happens in stages and has different emotions for each stage. Let people feel their sadness, dismay, anger, etc. It's a part of the process, especially for long-time employees.

When folks are ready, they'll move on. At least this gives people a place to share, commiserate, and ask questions.

@gkn+1ssbSthk, Acceptance in the KR grief cycle is not to be okay with being laid off, or acceptance of the actions of HY. I am not ok with HY replacing me with an Indian. The acceptance KR grief phase is you accepting your grief.
First, you get some understanding of the situation and its permanence.
People who still want to get rehired have not gotten this.
Second, there is an adjustment where you begin to find ways to live a fulfilling life despite the loss. If still employed you find ways to upskill yourself while quietly quitting. If laid off you realize you were laid off for economic reasons, not because you did a bad job. You are finding a new job that aligns with your skills and values. You taking the severance time to discover new skills or perhaps get additional training.
Third, there is peace by replacing the intense emotions of the earlier KR stages. You are free of the wtf@wfc cluster wtf@wfc.
whether you have been laid off or are "quietly quitting" here are the given gemini.google.com prompts:

"what are the kubler ross grief stages and how do they apply to someone laid off and replaced with offshore worker"
or
"what are the kubler ross grief stages and how do they apply to someone currently "quiet quitting" and seeing upper management making cruel policies to get people to quit so that they can be replaced with offshore worker"
The KR grief stages are denial, anger, bargaining, depression, acceptance. To all... good fortune on 5/14...

BWAHAHAHA!!!

There's never going to be acceptance. HY can go F themselves, today, tomorrow, and forever. whenever they are ready I'll take my severance, but seriously, F these corporate NYC clowns.

All of us are in a grieving cycle. We have either been laid off or not.
The job is not what we are grieving. Most of us are grieving the perfect job or the perfect career. Complaining is part of the grieving cycle. It is part of the "bargaining" phase.
Now the @op wants us to drop bargaining and go to the next phases -- the depression and acceptance phase.
The complaining phase is important. It gives us the ability to realize wtf@wfc. By completely complaining we can get thru the next phase, the depression phase quicker.
I say that you should be able to realize you are in grief, process it, accept or deny the advice of anyone around you, and get on with your life.

Nah. Occasional complaining on this board helped keep me sane while I wanted for my severance time to come. It gave me an outlet to vent so I could keep my mouth shut at work and lay low and also not drive my family/friends bonkers.

I’d already planned my “next chapter” escape route a few years ago and was simply waiting for my well earned WF severance to be handed to me.

You do you, OP.

WF doesn't want value from us, they want to eliminate us. Honestly, if our value tanks they just look at it as yet another justification for outsourcing. They couldn't care less what we do or how well we do it. At BEST we are a placeholder for a foreign wage slave.

Dipsticks mad at companies for wanting to get value (work) for their investment (employee).

You should be mad at Lisa/Mike/Rajesh who are more concerned with working a 2nd or 3rd job or facking off and always unavailable and underperforming for making your WFH experience null and void.

That is the root of this issue. Pre-COVID there were thousands of us pure remote workers making it happen. There were poor performers sure, but HR and leadership were spineless in addressing it. Fast forward to mass WFH now you have all the sc-m bags working from home, disappearing, kids screaming and dogs barking in the background acting like that’s normal and professional.

We reap what we sow.

What you are stating is wish fulfillment, not a legitimate prediction.

In the short term (talking at least a decade), there is zero chance that JPM and Wells will get together. Zero. The current climate would suggest, if anything, the opposite. Consolidation of the Big 4 into the Big 3 will never happen. Much more likely, companies like WF will be forced to be broken apart and spun into their own entities.

As for going out of business ... come on. Barring some 2008 Financial collapse it isn't an option. Too big to fail is a designation that means exactly what it is. The company's capital position is strong. Risk profile is in line with the other Big 3. There is literally nothing that puts Wells in a uniquely risky position. If we fail, you can be assured that the others are failing as well. And at that point, holding on to a job here will be the least of your concerns.

Here is another article on WADU without a paywall. https://www.efinancialcareers.com/news/2022/05/jpmorgan-spying-on-employees

… For any executive who reads this board…

LOL.

@qnl+1ssbSthk

Spot on. How is it we do survey after survey and each time the outcome is poor job satisfaction. Then the executives interpret that as needing to do focus groups in the office to get to the root cause so they can "better understand" why people are not satisfied with their job.

For any executive who reads this board:
It's not us. It's you. Most of us enjoy what we do. Just not who we do it for and/or where we are being told we have to do it from. But here's the big shocker; nearly all of us HATE the fact that layoffs are as common as peanut allergies and asthma, yet you keep saying "What layoffs?". Be honest, be forthcoming with information that impacts our lives. It's pretty simple and you have it in your data. You just are not analyzing it correctly.

They can monitor whatever they want, I really don't care. I'm doing my job. What concerns me is that our executives are horrendously bad at interpretation of pretty much any data. They routinely reach the wrong conclusions, and it's highly likely that they will in this case also.

Everyone built some worksplace data tracking tool at the start of the pandemic. What’s new and relevant here?