Pretty suspicious - Glassdoor shows 76% of those surveyed approve of the CEO. A lot of 5.0 reviews on October 7. If so inclined, go add your experience.
13 replies (most recent on top)
Good insight here, from OP and the replies. I have always wondered why we even rate as high as 3.6.
Also, I am fascinated by the fact that our “Search Jobs” site still shows 633 job openings. Some of the openings seems like there could be an opportunity for retraining, rather than laying off Bob and hiring Joe.
I worked for a smaller organization that prided itself on being voted best place to work in 'fill in the region'. Their turnover was almost 40% a year. Whenever negative reviews started coming in, the CEO would send out an email encouraging employees to go and share their positive experience on Glassdoor.
Like all review sites on the internets they are manipulated.
Some companies have used Glassdoor reviews as hiring incentives, "rated #1 place to word" kind of stuff.
There are companies you can hire to patch up your online reputation. Amazon and others have been fighting fake reviews, but someone always finds a way around the roadblocks.
So take those reviews with a grain of salt, and remember, Wells is massive, someone in some department in one part of the country may well think they scored a great gig.
Some of us who have been here for a few years know better.
Weird place to share this, but it is 100% true, I promise you.
My personal experience regarding creating positive change within Wells Fargo is that you have to find a way to transfer the “pain” of the problem from yourself (employees), or from the customers, or from the Advisors TO management. That is the only time they will get off their rumps and figure out a way to get a problem fixed.
I’ve watched it play out time and time again.
Point out to your managers (for months) that the new cheaper phones are hard to hear on, are cutting customers off, and make it difficult to see which call you put on hold vs a new incoming call. Managers say we will have to work around it, we saved millions of $ with these phones. *Problem solved: Manager has 1 important conference call, no one can understand each other, some lines drop. Manager demands the phone software people come in to fix the problem immediately.
Warn your managers for years that a combination of outdated technology plus sending some of the work offsite will cause errors. Continue to warn your managers of multiple near-miss huge errors due to said issues. No movement. They don’t want to hear it. *Problem solved: Huge error occurs and managers feel heat from upstairs. Guess what? The system improvements you’ve been asking for over multiple years just got moved to the top of the list. (Under your breath, you’ve gotten frustrated enough to hope for an eventual error, because you know that is the only way it will get fixed.)
Customers repeatedly complaining about a questionable process that doesn’t seem on the up and up. You agree with them. Managers pay no attention, it’s just one problem in a sea of problems. *Problem solved: give your boss’s direct phone # to some of the most valid complaints or to the wealthiest customers. Transferring the pain from you and the customers to your boss. Change will happen. If the boss traces it back to you, say Innocently “I thought you would want to have more clarity around a major problem in your department, sir.”
Big problem that will cause major fallout either legally or risk-wise. Be a team player and don’t put it in email. But if they stall, disregard, make excuses, pay no attention repeatedly: document your concerns and e-mail it. It will get fixed.
We saw it play out, right or wrong, with Charlie bringing in all white men to fill the top positions. I’m not taking a political stance but do want to point out that someone appreciated the concept of transferring the pain to Charlie by making it public. Now we’ve got change (supposedly).
I could provide many other examples. Keep it in your back pocket for when all else fails. But it works.
Post ID: @1yjz+17lVaWG7 Could you expand on that? I’ve always found the high marks to be suspect as well, given our last 4 years.
they use a robot to add those dynamically
@oxc+17lVaWG7 i understand what you're saying, but people in positions where they don't have to deal with customers don't care. They don't care if you call India and can't get a simple fee fixed on a bill and the Indian can only read from a script. They don't care if you call India because something you ordered was wrong or defective. India gets a script that does not answer your question or fulfill your expectations. The people in those positions view it as changing the expectations. The consumer will just have to get use to it. In my case, it was a call to the FTC to file a complaint on a communications company for billing issues. Amazingly, I received a call back from an American employee that fixed my issue in less than five minutes. The only thing the C-Suite understands is costs, and fines with associated costs. Otherwise, they will outsource service the same way manufacturing has been outsourced. Cheaper and inferior product.
@uwa: I can add a couple to that list:
While making the case to my boss for more than the 2% raise, he cut me off midstream and asked if I had a new haircut.
Our bosses have their new Ferrari’s and McLaren's delivered to the street right outside our Department windows, for all the employees who just got their 2% raises, to see.
The “culture” in my department is to not take all your PTO days. “We need employees committed to their work.” (Fortunately, we do have one Senior VP who likes to take his, so that helps.)
Raise your hand to suggest customers are not happy with a particular process: your boss now puts all the responsibility on your shoulders to collect the data supporting your claim from your co-workers. You put weeks/months of work in to your spreadsheet, and building a presentation, and it goes nowhere. Soon you learn not to raise your hand.
Because it’s Glassdoor, those rating are mostly coming from newer employees who have very little understanding of what they’ve signed up for. But give the newer employees some time to experience the many joys of working for Wells Fargo:
Raise your hand with a great idea to streamline a process: idea gets lost in the shuffle, too difficult to implement.
Question a process that is not in our customers’ best interests: shut out of future meetings around that topic.
Watch the yes-men glad-handlers get ahead while you work tirelessly: oops that grin is moving towards no expression at all.
Disagree with a ridiculous demand that comes down from upstairs because you think it will increase risk/errors: get told to do it anyway, and then get blamed 6 months later because of the increase in risk and errors.
Get hired on to bring a fresh voice to the organization: get bullied by your LOB for not towing the company line.
Raise a valid concern about risk: You really should be more positive.
Make an intelligent suggestion for improvement to technology: not possible, there are 3000 requests ahead of yours.
Observe your manager preaching, but not following, corporate policy: Good luck with that 😉.
Suggest your department could be more productive without the weekly worthless check-off-a box meetings: Clearly, you don’t know anything about business.
Company posting record profits: 2% raises unless you’re below mid-point. (BTW for the most part, mid-point is your max.)
Woman working with and for a bunch of men who talk sports and golf all day: Check.
Get passed over for a promotion for reasons that have nothing to do with qualifications: that smirk, you walked in with, is now a frown.
Have fun y’all!
You are right. But most orgs have realized that India is only good for the grunt work.
Architecture, complex development, design, requirements and analysis all happen in the US.
@rdp+17lVaWG7 careful what you wish for. I get it, operations is bloated and can easily be automated away in many aspects, but so can most tech jobs. If not, they can be shipped to India where three people can do the work of one for half the cost.
It’s not based on just Charlie; they don’t reset the approvals so it’s certainly skewed.
You'd be surprised that a lot of people are pleased with him so far. These cuts need to happen. It's frustrating dealing with the shear bloat at WF. It makes doing things very slow and it's hard to have an impact.
A leaner, more tech-focused (no more 1000s of operations people/business analysts) future will make it a much better place to work.