With spans and layers, the only way a person can realistically become a manager is by already having experience. The associate manager roles, where you could manage maybe 3 people, were a great training ground for newbies, but now EVERY manager must have at least 7 directs, and that number is being moved even higher to 10. If you aspire to be a manager and don't already have experience, it'll be a horrible situation for both you and the bank, trying to take that on.
WHAT WERE THEY THINKING???
They added managers in the nose bleed section while eliminating middle management. How did that save the company money exactly?
It’s all a shell game, folks, and as always the average worker pays the price.
There are way too many managers at Wells..... move on
And don’t forget, you need to be in the right location! No more remote managers.
Advancement in this company can be tough with or without spans and layers or with or without experience. Honestly, spans and layers isn't changing anything. It's still who you know not what you know.
that's not true. plenty of managers with no experience. it's more likely they know someone up stream. i see it all the time.
You also have to be a black woman.
If you think it can't happen for you, you're definitely right.
The more managers realize and experience the performance review BS, the less the GOOD managers will want to deal with it. The best and brightest will move on to greener pastures, and we'll be left with bottom of the barrel leading teams at WF.
2 points:
First, I've not been able to find anything reliable about spans and controls requiring 10 direct reports. 7, yes, but the only place I've seen 10 talked about is here.
Second, why would ANYONE ever want to be a manager here??? I used to think I did, but after watching the cr-p they have to go through with performance reviews, you couldn't pay me enough to deal with that. My manager basically admitted to me that I'm a top performer, but company politics would not allow more than a "meets" rating. I took it to my 2-up and was told the same thing. This type of BS has been going on in one form or another for the decade+ I've been here, but this year is the worst I've ever seen. If I ever get the manager itch again, I'll start looking elsewhere.
It seems like the only "training" for would-be managers is having a boss who has numerous contractors under them in the system, so they hit the required minimum number of directs. But they aren't really capable of managing that many, so they assign them to an individual contributor to manage day-to-day. Better than nothing, I suppose, but being a manager is about more than making sure tasks get done or time cards get filled out. Things that make a really good manager – developing people, constructive performance evaluations etc. – aren't part of managing contractors. I pity someone who gets a new manager, who has gone from managing a handful of contractors to 7 FTEs. It won't be pretty.
Depends on LOB, OP.
they brought in one guy from the outside a year or two back who had no tech nor management experience. He was working double time in 2 jobs. Just lousy all around, went to managersourus.com and got some management certificates. One's coming from outside that are chosen seem to be even worse.
We need more fully functions sole contributors not more mediocre managers IMO.
Old news to be honest, at least under the current regime. (Yes, I realize that sounds like a banana republic but you know) Those opportunities don’t really exist anymore internally. Especially when you consider there are much fewer managers now.