Thread regarding Wells Fargo & Co. layoffs

Jettison the EPM, PMOs, PMO Managers, and Domain Leads. Fully embrace Agile. Convert PMs to Scrum Masters. Product Owners, Release Train Engineers, etc with minimal project documentation.

You forgot having 4 different meetings in 1 week to talk about the exact same thing all 4 times. Rinse and repeat every single week.

Hey OP I’m curious about your 1st idea. Do you want to share more? What endless investigations are you referring to?

I had heard through the vine that Wells had already dramatically reduced the size of HR, putting much more of the onus on managers’ shoulders who are already busy with business. HR seem very poorly run to me: mostly call center employees with high turnover who can’t answer the most basic of benefits questions. Crazy hold times when you call them. And then a lot of the work is now farmed out to other companies who handle COBRA, medical leave, retirement etc. Not disagreeing with your idea,, just would like to hear more from your perspective. From my view, I would be up for complete overhaul of HR from top to bottom.

Wells pledged 1 billion to affordable housing to get good PR and their tellers make minimum wages. How about helping their own employees because with that kind of pay they will not be able to afford anything. And the 1% raise is a joke and insulting. 1% of 30k is $300. They work all year to get $25 per month raise. Look at how much the CEO and his cronies make. Immoral

13. Cut 75% of the control team. Most of the c-ap they are supposed to be doing could be accomplished with good reporting and a designated person to enter c—p into SHRP once in awhile.

Yeah, I always found it absurd that every time there is a tornado, hurricane, a flood, a fire, there is $100k or more to cough up and donate; however, employees cannot find pens, office supplies, or even one box of disinfectant wipes or paper towels to wipe off their desk (precovid). Its not WF people first at all. Never will be.

Yes, cut all the social fluff. Cut donations to the bare minimum needed to not be accused of miserliness. A corporation’s job is to make money, not “give back”. Purge underperforming employees and treat the strong performers well (like assets, not just expenses).

I can’t speak for the rest of the company, but in the brokerage unit we lose 2 months of productivity for the United Way campaign. They make it a competition between whoever heads it up one year vs the previous year. And then another competition between the various department heads each year. It is all hands on deck for 2 months! We lose August to all the planning and meetings for everything that goes down in September. September is a month of meetings upon meetings with all your uplines begging for you to give $; raffles for hole in one contests and gift baskets, managers holding meetings to watch United Way movies and talk about how much THEY give, a week of volunteering off sight for various local organizations, chili cook offs, hoops, pancake breakfasts with leaders doing the flipping, candy carts, exclusive party for those who give $1000 or more, can- building contest with official firm voting site, on and on and on. And the people who organize and work the events (instead of working their job) get all the kudos, and you are considered to be not a team player if you stay behind and do your job. For several years, they even had it on our reviews.

Some will counter “but it’s all for a good cause”. Yes, of course it is. But in reality, it’s mostly a PR campaign for Wells.

Good evaluation. Way too many bosses of bosses. Overloaded with committees

Groups in WFAM focused on "reporting." What are they reporting and to who? Other groups have been doing this previously. Total duplication.

Data analytics in ET that fetch populations testers can get via screen share. Large salaries are going to data group to run queries given by the business to be re run and provided to testers. Testers can get it themselves.

5 - Multiple QC and QA groups in Enterprise testing that do nothing but review the review of the review.

6 - Multiple HR consultants that get involved on move the line exercises. C’mon people! This can be done with a few clicks in the HR system.

7 - Highly paid senior officers in Compliance that do nothing but “special projects”

8 - Duplicative IRM groups doing the same work but call it different things: controls assurance, controls review, control testing, targeted review, control validation, test, etc... This is all Audit work done by IRM that can be done once and shared.

9 - GIM - The Group issues management intake process and the dozens of people involved to complete one excel spreadsheet

10 - SHRP

11 - Dozens of COOs and Administrative Assistants in Risk and Compliance that are paid 6 figure salaries for clerical work.

12 - What else?

1. Didn’t say eliminate, said cut half. Other firms out there don’t have half this nonsense
2. We are under no obligation to give paid leave, it’s a benefit

There are QA functions in several compliance groups that do not need to exist. Reviewing work done by compliance / testers should and already is done by managers in the group. Building out groups of 20 plus people to review reviews and testing is a complete waste of money.

Whelp, 1 is part of an MRA and 2 is to comply with federal law. So doing what you say would piss off regulators and add the EEOC to the list of federal agencies interested in scrutinizing WF. Both processes could be better. Both are necessary to reduce risk.