I have a manager in SF that has dozens of directs and has been giving "inconsistently meets" to team members in Charlotte. These team members had either "meets" or "exceeds" ratings over the past 2 years. This reflects a belief that San Francisco team members feel vulnerable to cuts because the overhead is so much higher. This is NOT meant to be an attack on my SF team members who I love and respect – and who quite frankly make me look good every day with the incredible work they do. It's just a thing that's going on with my manager and may be going on with others.
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@1guj+18RMq4ux, I had same thing happen just locations different!
Anyways the job was career ending so I just quit an got something better
I was in SF and was laid off by my manager in Charlotte. I believe I was targeted, in part, because of my location and the fact that my salary was higher than my peers due to both location and experience.
I'm the OP.
This anger between SF and CLT was not my intention.
We're all human beings here, folks.
Yes, 75% goals were changed, but some of it had to do with org changes and agile transformation.
I lived in SF for 10 years prior to CLT and that's how my digital career began.
I was at BAC during the financial crises, so I have no ill will towards Well – was not with Wachovia at the time.
I've enjoyed most of my time at Wells, but my organization is toxic now and I will be leaving soon.
Final note: There are tons of tech jobs out there right now. Throw your line in the water and you're bound to catch something.
I can believe it. My SF manager is all about protecting the sycophantic clique around him. Undermining those in other locations is a simple way to do that.
Seems like Bank of America, Truist, and Ally are doing just fine in Charlotte, where the streets are relatively p–p free.
"I can say typically the South and Mid West are areas not seen as educated."
Only by people that live on the left coast and NE. Having lived in both, I question why I ever chose to live on the left coast. High taxes, high cost of living, too many people, ridiculous levels of bureaucracy/red tape, "mostly peaceful riots", high crime rates, and routine infringements on human/Constitutional Rights. I will never live on the left coast again, and certainly would never move to the NE. As far as the people goes, if you aren't aware that there are brilliant people and id–ts everywhere you go, you haven't been very many places or met many people.
Anyone that honestly believes that rating your employees lower than they have earned is some kind of successful strategy to keeping their own job isn't thinking things through very well. First of all, if you're a manager of manager, and one of your people has an entire team if underperformers, at some point you ask yourself 'what is the manager doing to fix it?'. It will reflect on the manager, and poorly. Second, employees actual performance will tank as soon as they start receiving low marks for doing good work. Even if the person is super-self-motivated, their performance will suffer and they will want to leave the company to greener pastures. Group morale will tank as well. So yeah, anyone thinking this is a "good strategy" is out of their minds–not only will it not work, it can't work.
That said, I'm skeptical of posts like this. Just how many employees are sharing specific details of their reviews with their peers? How do we know for SURE that some of these employees didn't really deserve a low rating? Or that they deserved a high rating? Not like we know anything about their performance. Just my 2 cents.
yea California has a lot of criminals living there so doesnt surprise me those thefts happen there
How is Tolstedt responsible for Stumpf going around chanting “eight is great”? I really want to know.
The vast majority of the fake account fraud was committed in California y’all
It’s pretty bad when they are putting team members in different cities against each other. Unfortunately I see a lot of comments on here that seems to reflect coastal bias which is telling me they are succeeding.
In the South we’re intelligent enough to not live in CA.
Of course the wachs gonna say it was stumpf! It was tolstedt. Let’s be real. If not weighed down by the failed Wachovia , WFC would not be in this mess.
“I can say typically the South and Mid West are areas not seen as educated.”
Very ignorant and uneducated comment
this seems trivial, while the country is in a fight to save Democracy;
I can say typically the South and Mid West are areas not seen as educated.
For those not paying attention, its legacy Wells Fargo execs (Tolstedt, Stumpf, Strother etc) who have been found at fault in the sale practice fiasco, not legacy Wachovia folks. Wachovia failed b/c of a silent run on the bank caused by the failing financial sector and a badly advised shopping spree engaged to satisfy its CEO's ego. Interestingly, the current effort to centralize enterprise functions is a return to the Wachovia structure and a rejection of the WF "run it like you own it" failed siloed structure.
There's solid team members in both cities. There's jerks everywhere. If a manager doesn't treat their team well they will quickly leave and under perform till they do, that's reality.
It really was the uselessness of CLT weighing down the company that tipped it , as another said, a failed bank
Just an observation but once everything went to Charlotte after the Wachovia buyout, was about the time the trend line broke and the entire company tanked. I'm not in either of these towns couldn't afford either, I'm in Minneapolis.
Not sure I believe many things in this chain so far. First, I've seen more uselessness out of SF leaders than Chlt. After all, most of the leadership that has nearly doomed our firm have been legacy WF leaders. Next, I do not believe 75% if goals were changed. That's against HR rules and they audit for that.
OP is me. I should have been more clear that this was the mid-year. But I'm not expecting any change based on my mid-year conversation.
Two other things:
1) I was never given a correction actiin plan (so that's why I don't think anything will change).
2) Approx. 75% of my goals were changed after the mid-year.
By the way, I'm a Digital Consultant 5 with 21 years of financial services experience: 10 at Wachovia/ Wells. I'm not a boomer or a Gen Z.
Probably a good thing, too many unproductive people in CLT. After all, they all came from a failed bank.
I didn't think performance discussions were happening yet.. did these TM's tell you this or how'd you find out?
Evaluations can’t be discussed or delivered until 1/19 at the earliest. CP+D won’t even let you send the to your employee until then. How in the world would you know what he rated anyone?