Thread regarding U.S. Bank layoffs

I got mapped to a location with seating for over 80 people but have never seen more than maybe a dozen people in the office at a time, regardless of what day of the week or time of day I'm there. And that's considered a busy day. It's often more like 6-8 people on any given day.

@2n8 because they're using employees to prop up the corporate real estate market, that's why. They can't offload buildings so they have to make people use them. That, and attrition. Don't have to pay severance when people quit.

RTO here is really strange. Yes, by team/peers are in the office. But all my PO's, devs, analysts are in TX or offshore. Why I need to drive downtown, pay for parking, and spend time in my seat only to make international calls. So odd.

@zm yea there's been a lot of buzz about them laying off people 45+ with a lot of tenure more so than other groups. They're expensive.

@m8 Jesus! Sorry to hear about the run around they gave you before seeing you out. All above 45 getting laid off? It's like they are trying to do everything possible to get sued.

@ah starting in January, wells fargo will be requiring employees within risk to go in 4 days per week for 8 hours per day. (I'm a current wf employee looking to jump ship)

@cd

FACT!

I was promoted and given some kind of special bonus on top of my regular bonus and my LTI all within 6 months.

However, I soon realized that at over 50 and now being in a special and fairly unique small group of employees, I might be in trouble (soon).

Less than 6 months later, I was suddenly promoted (project wise but no grade or $ bump) and re-org'd to a new group, new Mgr, and new Mgr's Mgr., who strangely me and my also re-org'd peers, weren't allowed to talk to because this person was busy and would be in our city 2 months later and we would all have 1 on 1's then...

Less than 2 months following the forced re-org...every single one of us...was laid off.

No explanation, no nothing...beyond both the Mgr we could talk to, and our previous Mgmt team, all said that they didn't know if I was on any list, prior to the re-org...but they did learn who was on the list the day it was sent out to Mgmt in order to Lay people off.

In order to receive severance we had to sign different documents and one showed all the ages of those being laid off and because the depts were fairly small, we could figure out exactly who all but 2-3 of the people who were affected, out of more than 50+ and the vast majority were over the age of 45.

@d7 Happy for you! You are a good person to think of taking the fall to save someone else.

I had sudden unexpected inheritance. Just stopped going in. Severance would just be a rounding error. Looking forward to the theater of the “organization update” meeting.

I am lucky. Most are not.

Maybe if I get canned, it will save someone else’s job.

Is a one-size-fits none policy is never sustainable.

It appears that the RTO hasn't driven enough folks to quit. Anyone know when we will see tracking of BIS (butts in seats) and/or 4 days? New 2026 goal? IP/VPN tracking or badging out?

@ca there's been so much damage done between the MC/CEO and the employees as far as relationships go that the only way employees will take anything seriously is with a complete MC turnover. The culture of the company is directly connected to the culture of the MC, and what values they're trying to instill.

So far they've installed: fear, do things as cheaply as possible as a priority, more fear, pile on more work, layoff people to meet revenue, offshore offshore offshore, blatantly lie to employees and gaslight them, a bit more fear, and toss around popular buzzwords to sound like they have a vision.

Companies would obviously prefer that people just quit instead of refuse to come in. There's less paperwork involved when someone quits as opposed to being fired, and it's easier to claim that RTO is the normal progression of the workforce in 2025. But RTO will only succeed under good leadership.

Company leaders wants employees to understand the financial reasons for bringing people back to the office, without having to actually admit the decision is about the money.

Employees want good leadership and a culture that lets them be part of a great team, and actually want to be around their coworkers, and make the company better.

Neither side is getting what they want right now. Who wins? Depends on what is actually required to make the company successful: engaged employees who take ownership of the company's success, or the wisdom of technocratic leaders who figure out how to run the organization through fear.

What is Wells Fargo doing? That’s what we do.