Promotions don’t go to the most capable, they go to the most connected. It’s frustrating watching hardworking people get passed over because they don’t have the right last name or play the politics game well enough. Is there a way to get around this that I don't know?
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"statistian" lol
Promotions, projects, high visibility goes to DEI. This includes women, who BTW have not been a minority in financial services in 40 years. Im a statistian new to Wells and im a "minority".
It is a way of life in corporate world.
Sometimes it backfires. Boss let her favorites WFH and or leave early. Then we had an emergency and no one was there to help. She had to take care of the emergency herself. Thats why she gets paid the big bucks! I am sure it would be hard to explain to her boss that more than half of the team put only one or two hours of work and call it a day.
Do you not work at Wells? Saul Van Beurden and Tracy Kerrins
@ce Who is SVB & TK ?
@k5
The point is it is the same mental muscle. As others have mentioned, people have a tendency to blame favoritism and other factors outside of their control as reasons why they do not personally excel. Fair to point out blatant/material favoritism if backed by evidence. Determining who is preferable for a role is indeed both an objective and a subjective process and so it’s essentially impossible to hire/promote outside of the framework of finding someone more favorable (I.e. practicing favoritism) than others. Many illogically conclude it’s an unfair process. Connecting with people on a personal and professional level > individual contribution to an organization 110% of the time. Both are important but the former often makes the difference between two equally qualified candidates.
Pointing out favoritism is antisemitism.
Thats right. You got to be in the click to be able to wfh when you are not supposed to, leave early if you have to be in the office. In my team this has gotten to be so obvious and ridiculous. Some have all the excuses not to work while others are expected to work their a$$ off for a ‘meets’ maybe zero thanks for your hard work because that would be saying you are actually an exceeds
It su-ks, no doubt. In my personal experience, I feel like i have beat out people for a few roles because I knew someone close to the role I applied for. I think they put in a good word for me based on my prior work history with them that pushed me over the top.
I usually will take a look at the org structure of a job that I am looking at to see if anyone I have worked with before is part of the group. If you find someone, reach out to them and ask about what they do and how the group is. Let them know you applied and if they offer to put in a word for you, take them up on it. It can help alot at the finish line.
It is the same everywhere. Grow up.
Biggest example of favoritism… SVB saving TK after she was removed as head of technology.
@af not sure if you noticed but this site is for people placing blame on others for their shortcomings. There's no other possible reason.
With that said, there has always been some sort of politics, favoritism, psuedo nepotism at WF for decades.
Couldn’t be more correct. Markets business control has a couple of the most incompetent people in the firm and instead they lay off some of the most capable. One person was tasked with creating a new team late last year and they did such a terrible job managing it they disbanded the entire team less than a year after. And they KEPT their job while others lost there’s. Crazy town
EFT Credit Risk is a great example of how buddies get promotions regardless if they are qualified or not.
I'm probably the least "connected" person in the company and I've been promoted three times over the years. Weird huh? Not all LOBs are the same, even within LOBs groups are different. Depends on leadership. Some recognize skill and potential, some don't.
An epidemic within the CB Business Risk Execution team
Despite what you or anyone else might think, most capable does not = the best for the job.
Someone who is absolutely terrible at their job but has the gift of gab should not get a promotion. The same holds true for the reverse, an arrogant introvert should not be rewarded for ignorant behavior just because they are good at their job.
Everything you think of as “favoritism” has actual value. Communication, relatability, etc etc, hate it all day but those carry just as much importance as the skill required to perform the actual task needed.
If someone truly is getting more and you feel they shouldn’t look inward. Why do they stand out? Do you really know what they produce or do you just assume? Spending all this time worrying about others when you need to worry about yourself. Is this real, then move on. New group or new employer. Lodge hr complaints. Own your life instead of crying about it.
Ok