Why no 360 reviews of managers at WF?

WF managers have been trained to think their only job is to manage UP. This leads to a vacuum between the DRs and their manager.

Managers are suppose to manage up AND DOWN. (Sorry if that means you work longer hours. That's your job.)

For years I (and others) managed teams that way at other companies and it was expected. We had 360 reviews – which obviously includes employees rating their managers. What a concept! Managing without 360 measurement is worthless.

WF loves to manage everything else, but not that vital relationship between DR and manager. WHY?

My guess is that WF doesn't care. My managers sure haven't. My managers never ONCE have asked for feedback on how they are doing.

When is the last time your manager asked you how he/she is performing?

WF's concept of leadership is completely one way. This is part of the reason why employees don't care.

This is a large part of why WF is failing.

Managers, including those who are and have been corrupt, have reigned without impunity. No checks and balances.

Just as with other companies, managers should be culled if they get poor 360s. And true 360s must include staff feedback.

Based on our current rating scale, it's clear WF has no problem culling staff.

Comment! It's anonymous!

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This thread makes me sad. I'm a 5-down from CS and have a team of 9. I want feedback. I've had great bosses and bad bosses in my career and I want to look out for my team, help them grow and do a good job. I would welcome an anonymous 360 review from my DRs...but I can't ask for it because I won't get honesty. I've been through multiple re-orgs in the last year and have tried to do the best by my people, but I'm sure I've failed in a few places. Would be nice to be able to get that feedback.

I don't know why I got a down vote.

I work in IT, I have been asked to rate my manager almost every year since I started 10 years ago.

Not every year, but most.

I usually give high ratings because I've had good managers. One year I had a bad manager so I just ignored the request.

I was not asked why I ignored the request or forced to complete it.

Just because you didn't get the rate your boss doesn't mean others didn't.

I do not know if HR tracks the requests, I suspect it's just for the boss's boss.

I hope WF implements 360 review of manager. If they do, lot of manager will be in trouble (which WF knows). I certainly feel this company need to get rid of lazy people who just doesn't want to change and are not interested in changing . This company can't become the "best" unless they don't forcefully eliminate folks who are here to just collect the pay-stub ..

I have been asked to complete questionaires about my managers by their managers.

I'm in IT.

@1nid
You obviously don't work at Wells Fargo, so piss off...

So glad to see all the responses illustrating lack of professionalism and maturity as reasons for no employee ratings of managers.

Disgusting.

Other companies DO have such ratings. I encourage everyone to find a better company. Clearly, this one is cráp.

Senior management doesn’t want feedback about middle managers they hired, unless it’s glowingly positive.

If you criticize a manager they hired in any way you are criticizing a business decision they made.

It will blow back on you.

The old business line i was in did 2-up reviews every other year. I gave honest feedback the first year, nothing changed. I declined every opportunity thereafter.

I actually doubt it’s true that senior management doesn’t want feedback about lower level managers, especially given the well known cultural problems.

This change is coming, middle management is the fattest and juiciest layer for cuts. But right now, other fish are being fried.

And these reviews are going to get audited. CEO himself pointed out in a WSJ piece, that the bank has a history of managers submitting garbage reviews. This is one of the things HR is in trouble with the Fed for, and a reason for the asset cap. Anyone who thinks their review was factually incorrect or not around stated objectives should escalate.

this post is nuts, why should you have to review your manager? Company found them fit for the job, and they get feedback from their managers. Once you become their manager you can give them this feedback too

Former manager here - the answer is - because no one up the chain cares what you think. Even if your manager cares, his doesn’t. Why waste time on something that no one wants to see? You are a cog in the wheel. The sooner you understand that the more things will make sense

I did 2 downs in my bus line for 10 years, changed jobs internally 4 years ago and the bus line I am now in does not do them. Probably just goes to show how ridiculously inconsistent our HR process was with different groups doing their own things.

For the same reason they no longer perform the team member survey's. They aren't interested in what the employees have to say. Whether that is about your manager, or the executives. They don't care!

My manager and my manager's manager are best friends. I agree there should be feedback from staff re: management. But it won't be confidential and the retribution would be fierce.

Even peer/colleague reviews are supposed to be confidential, but aren't. I learned that the hard way. Provided constructive feedback (about taking on too much and not delegating enough) and the colleague was told by manager it came from me.
Colleague hasn't talked with me since then.

This place is awful. Rotten to the core.

My manager asked me to do a 360 review on him last year. Great - except that it wasn’t confidential, and I knew darned well what was expected. And it wasn’t honest feedback.

Because there is NO accountability for leadership! Zero! And, and, they do not care about employee engagement or experience whatsoever. There's your answer.

My manager’s manager asked me to provide feedback on my direct manager via an email template for her mid year review in June.

For several of the years I have worked here, my managers have asked for lists of people I worked with and they then contacted them and got feedback. In a lot cases their exact feedback was put in my review.

It seems like there is a lot of really bad and incompetent management at this company who are simply not fulfilling the most basic of responsibilities.

I haven’t been asked to give feedback on my manager every year, but I have for two out of five. One guy should feel very lucky that i didn’t get an opportunity to tell his manager about his incompetence.

360 reviews are antiquated and awful. Take a nap, pal.

@ohg Are you a troll? You cut and pasted a prior post from another thread and put it on totally irrelevant thread.

If you work for WF, I hope you have better attention to detail at work.

Down vote must be bad manager LOL

Let the tsunami of down votes begin!

As OP said, this is a large part of why WF fails.

I have not heard that this is implemented yet at least in legacy Wholesale. The thought is the Move the Line will move people into their proper LOB then once that is done the SPOC work begins. Until they know what a person / team will be doing they really are unable to determine IC vs Manager.

Honestly I know of one team where the person has 5 managers and 2 IC - none of the managers have anyone working for them. I assume the plan is to either add a ton of people to the group OR move them to new titles.

The bigger issue is - do they assume the old manager will still handler their old direct reports or will the new manager handle all of that. If it is a true 7 + then fine but if you just change titles and expect the manager to continue to manage that is BS. Then again managing a team of two should not need a manager so who knows.

The bigger issue is the bank needs to have a path for IC to NOT manage but still have the ability to progress up the food chain. Not holding my breath.

Thread regarding Wells Fargo & Co. layoffs

Why no 360 reviews of managers at WF?

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