Thread regarding Wells Fargo & Co. layoffs

I would discuss it directly with your manager, not sure how you know this info but you wouldn't need to disclose that to them. I would ignore the coworker sending the IMs, no point in talking with that type of person and they would probably twist the conversation somehow. Keep it professional with your manager and they will see the truth. If not, you dont want to work for that person long term.

subtle reminders to your manager that by criticizing your team's work that person is criticising your manager's work and questioning the competency and capability of the team.

I understand your frustration and concern, but the relevant facts to you are considered minutia to those in charge of deciding who's laid off.

It really isn't going to be that thoughtful of a process. Demographics are #1, followed by expense and staffing strategy (keeping lifers vs fresher blood), etc.

The decision-makers, if actually presented with your case, will see the situation as bickering and won't spend any time seriously looking at it. They're are way too many people to layoff and all the moving parts that goes with it.

Bottom line. Very little, if anything, that anyone can do at this point but wait, in part because the company's hoping that more people buckle to the anticipation anxiety, and resign because of it.

I agree with suggestions that you discuss this with your boss, but keep the personal out of it. Instead of saying "Person XYZ is saying stuff about my team" – a quagmire of an argument you are unlikely to win or look good at the end of – maybe pull together information about your teams good work and the status of everything.

"Things are so crazy right now, and it occurred to me that you might appreciate getting an overview with where our work stands" etc. Your boss may mention the feedback he/she has received, at which point you could say that you had heard it was happening to and it concerns you, which is another reason you want to make sure your boss and you are on the same page. You are sending the message that you are too busy to engage in this petty stuff, and are just focused on the work.

If your boss doesn't mention it, I don't think I would either.

Confronting your peer could also be advantageous, if you can keep emotion out of it. (I'd struggle with that.) Bullies don't usually expect to be confronted so it might stop the behavior, although I wouldn't expect an admission or apology. Maybe tee it up like "I recently got wind of the fact that you may have concerns about my team's performance. Can we discuss that? What questions or concerns do you have? Is there something going on I'm not aware of that impacting you, or your team?" Then just let them talk.

Also, you could offer to help with the project that's behind. They might deny, deny, deny but if your boss knows you offered to help – seems like that would also reflect really well on you as a professional and team player.

do you have a good relationship with your manager? Does your manager believe this person? That is what you should work on, if so, is ensuring your manager understands your work. Next, I would honestly try and talk to this other person and be friendly, not confrontational, heck don't even bring up the complaints! Just try and get on their good side and hopefully the IM's will stop. Is there any truth to what they're saying? Even if it's a small amount? The person sounds like they're worried about their team (and you likely are as well); it would be best to find out how to work together or you could both end up being laid off when the time comes and "problem is solved" from your manager's perspective. As someone else suggested, perhaps offer some short-time assistance with the project they're working on if there is capacity. Shows good faith on your part to this colleague.

Not sure what you think confronting a fellow employee is going to do. That is just going to escalate the situation and potentially cause more trouble for you than the employee who you confront.

You are not HR or their manager so it is not your job.

Document the facts, leave emotion out of it (otherwise HR and management won’t take you seriously) and calmly state your case and then leave it at that.

It may work it may not but that is life in corporate America. It’s not always fair and life is too short to work in a job that causes you anxiety and frustration every day.

Good luck

If you have redundant work, have you considered sitting down with this person and discussing dividing and conquering?

I mean, if they are behind on a work effort they shouldn’t have time to mess with you. If you offer to help them, then the narrative back to the manager is that you tried to help and be more efficient.

Once or twice someone I worked with tried to make a comment about me to my manager, but she’s able to quickly conclude that they are nuts because she is very familiar with my work.

I work in the control space as well, don't waste your time with ER or HR ect, I provided written evidenec of my Manager (an ORM) lying on my review and it was laughed at, avoid the person and keep building a paper trail but don't look for problems, keep your head low and get a lawyer when the time comes.

I work in the control space as well, don't waste your time with ER or HR ect, I provided written evidenec of my Manager (an ORM) lying on my review and it was laughed at, avoid the person and keep building a paper trail but don't look for problems, keep your head low and get a lawyer when the time comes.

ER is useless here - I literally had a taped meeting ( per policy recorded) as proof and submitted it and they were still clueless. Post out