When in the CP&D module doing your mid year, make sure to expand the "Show additional details" section where you'll see "Performance Ratings Descriptions" and you'll be awarded with the news that the best you can be here is avg. Met's is the best, no more Exceeds etc..... so no point busting our butts anymore, they obviously don't want anyone raising the very low bar we have. With all the problems we have right now, where we should be recognizing and encouraging people go that extra mile, put in that effort, they change the review system to specifically do the opposite.. Welcome to Wells Fargo, don't come to here to blossom, come here to be "Average", because that's the best you can be in our HR system. Oh the bonus's they'll save... they continue to come up with new and exciting ways to sc--w us over.
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I am hoping that there is ANOTHER Management realignment soon. We have a non-technical Manager in charge of a very technical team. Said non-technical Manager YELLS and YELLS at her very technical programming team when something happens that that Manager does not like, or does not understand technically. IF there was a highly technical Manager in charge of the very technical programming team I do not see them yelling at their employees as they could help them and understand the situation. This YELLING Manager has had very many very technical programming team members quit to get a different job at Wells Fargo or most left to go to a different company. Yelling at employees does not solve a problem situation. Very NEGATIVE behavior on the part of the YELLING Manager.
It is the same all over. People get away with stuff that would have sent you packing with your box back when mediocrity was not accepted.
OP, this is so perfectly said
I got a new manager 10 months ago , manager has spoke to me 1 time in All this time.. Now they are going to give me a Mid year. I busted my tail last year got Zero. I don't think anything will change so why try so hard. I know this sounds negative but really I put the company before my family and my health last year it did not payoff but of course in OT pay . NO RAISE.
Go ahead and take "attention to detail" off the resume OP, and learn how to use CP&D. It's a poorly designed system (thanks "current skills" technology guy) but all the rating options are in there if you know what you're doing.
Mods can go ahead and delete the misinformation thread any time.
Hang in there sunshine, everybody gets a participation trophy. Did the check clear?
I got exceeds last year and all I got was an underfunded bonus and no raise. At least I got a bonus though so shouldn't complain too much.
My manager is also the senior engineer on my team. But thanks for playing.
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Looks like my mid-year review calibration will happen during my two week notice period xD.
come on, managers here have 0 domain knowledge, esp those in tech and icf here; how can they rate anyone???
The problem is if a manager puts people into exceeds, they have to put people into needs improvement under the new rating system. Some managers don't want to do that, understandably when they have a good team
One has to kiss the right donkeys azz enough to get Exceeds. Have you ever heard the saying, the higher up a tree a monkey climbs, the more of its azz that you see?!
Sonny's BBQ must work for a manager who is willing to buck the directives of upper management. Your manager will not be with WF for long
To the original poster, you were in the wrong section, that's the risk overlay section, the main part of the form still has the other areas (exceed etc)..
Wells Fargo is one of the 4 largest bank in USA so it has huge responsibilites to keep people employ. Our government gives tax credits to Wells Fargo creates jobs for people wanting to work a decent paycheck and health benefits to support children and family that many people are content with rather than collecting welfare, unemployment checks or out homeless. Nothing wrong to be average since we are all the majority population. Even the Wells Fargo higher- up are no genius they have no ideas how to do their jobs other than hiring more and more high priced consultants to do for them. Do what you please yourself outwork, outsmart and outbeat your peers in Wells Fargo so you can further your personal career interests until you become one of them corporate elites with no conscience.
Post ID: @yhk+1bae4w7q I think you missed the point....... you can exceed all you want, I did, all the post means is that Wells no longer appreciates it or will be rewarding it... THERE NO LONGER IS AN ENTRY IN THE SYSTEM FOR ANYTHING HIGHER THAN AVERAGE.
My team had multiple exceeds and even a consistently exceeds. I agree that it's more difficult to break the meets glass ceiling, but it's not impossible. I have first hand knowledge of multiple people with higher ratings.