WTH is with all the "Needs Improvenent" rankings going on now with the mid-year reviews??? If all the teams are getting NIs doesn't that go directly to the TEAM MANAGER and Senior Leaders? We aren't stupid folks. I, for one, have a ton of documentation stating how great I've preformed for the past six months. And taking ONE instance and having that dictate a NI rating for a mid-year is crazy. You can bet I'm adding a COMMENT and not just blindly 'acknowledging' my review . Best part...your manager can't rebut your comment... they just get to read it, but the process is complete as soon as you click acknowledge ...so plan your comment wisely first.
34 replies (most recent on top)
Got my normal Exceeds today. Work harder and find a better manager!
My manager told me that ratings are based on how you perform against peers with the same title. But the assessment descriptions like "Inconsistently meets" , "Consistently meets", etc have nothing to do with relative performance. It just seems illogical. Heck, if we are compared to our peers, then just make it 1 through 5. Not hide behind meaningless terms.
Actually, to my surprise, when I was hired at Wells Fargo I received notification that I was awarded the job title of Vice President. I have since always tried to live up to the requirements of that job title. Never added VP to my email signature as I feel it is just a job title and a job title makes me no better than my other team members. However after the recent "Needs Improvement" review I think that I will now add VP to my email signature, for fun anyway. Yeah, going to do it. For however long that lasts.
i like working at Wells Fargo. But after receiving the "Needs Improvement" rating after all of my hard work and very accurate reporting systems created for the company I am like playing the "Happy Banker Act". Did do drama plays in High School. Currently acting as the "Happy Banker". It is a difficult role to play actually.
"Needs Improvement" rating ,comparing me to others at my job level, who have been in that position for more than 10 years more than me, I will likely never catch up to that extra 10 years of experience that they have on me. Always will be "Needs Improvement", or "Meets Expectations inconsistently", when compared to the long timers on the team.
Received "Needs Improvement" rating. Then Manager discusses how I should spend more time training the new employees. Sure. Very motivated to do that with the very negative rating. Of course, receiving "Needs Improvement" inspires me greatly to train the new employees. Without a doubt.
So as a former frontline manager who recently just quit WF, I can speak to this. Forced rankings are a thing. Upper management will essentially force you to put people lower based on the “guided” distribution. If someone else in your area isn’t complete trash, and you are the next worst, you’ll get pushed to that level. Essentially they want most people to be a meets, VERY FEW at excess or consistently exceeds, and then if there is a lack of inconsistently meetings or needs improvements ratings, they will start trying to push people down.
Free advice: if you had a colleague leave recently, they are probably STILL getting hammered with interview requests. Reach out to them on linkedin and ask if they have any good leads and want a referral bonus.
Is it a good idea to go to HR on "Needs Improvement" or "Inconsistently meets" rating. Will it help. Should we complain to upper management saying this manager has no brain or skills to evaluate the performance and rating except showing Favoritism, Nepotism, Cronyism and Discrimination. This company is screwed up and they are screwing up employees just to save some $.
Who cares what anyone in this PIT of HE-L thinks of me or you?! I do not give a damn.
No one is perfect, and this bank has an issue with truth. Expecting people to be perfect and never get negative feedback breeds the exact culture that led to original sales scandal. People will never stand up for the truth, cover up wrong doing and all sorts of other things to avoid angering someone who is probably lying or at a minimum out of their depth.
That rotten culture persists and is why introducing normalized rankings before cleaning out middle management will yield an exodus of talented principled people. That leaves behind a cadre of yes men who will gladly throw anyone the bus and sc--w over a limitless number of people. The bank will soon celebrate 4 years of annoying regulators with its rampant incompetence. But please do go on about participation trophies
More of the "participation trophy" generation chiming in. "I did my job as expected, I deserve a bonus and a raise". You did you job and you got a paycheck for that. Do your job better than any peer if you want an EXCEEDS and a big bonus. Just showing up is not enough. And no, not everyone on the team can be an EXCEEDS. Most of you won't be. HR won't let Managers Stack Rank performance based on objective metrics and share with the teams, but we still Stack Rank to accurately apply performance ratings and judge our employees. Absolutely. So, if you want a high rating you have to be the top in your peer group. You also have to avoid negative findings or actions as yes, one single negative action based on severity level can change a rating in a second.
people can get above meets. I have both exceeds and consistently exceeds on my team. I had to fight a bit during calibration but got it done
First “Needs Improvement” in over 12 years with Auto. Not surprised, mind you, just amazed how the stacking they opened to do this year impacted scoring across the board. Zero motivation to “improve”. I doubt they’ll get around to layoffs anytime soon in our group. Time to hit the road. I’d rather put my effort into something that means something, as opposed to feeding an empty pit. Greener pastures await.
If your mgr. or you mgr.'s mgr. were told that they need to cut a certain percentage, then this is how they will do it. If you don't get meets or above, this is a very clear sign that you will be culled in the months to come.
Managers are required to have their team rate on the bell curve. They cannot give "exceeds" often times, even when they want to. They have to put one at "meets" and another at "exceeds" to create the bell curve. Just ask your manager. Anyone with direct reports knows this.
amazing when people don’t accept responsibility for their poor performance
Do these managers now not realize that whoever they gave that rating too has to be given a performance improvement plan that has to be documented?
doing a good job is just that, doing your job. getting above meets means you are more than likely doing it at a level in mine with the next level up. Below meets again doesn't mean you are doing a bad job just that when compared with your peers they are doing it slightly better. and from the acknowledgement standpoint, you aren't agreeing or disagreeing with the review, just acknowledging you received it. nothing more nothing less. if unhappy talk to your management or hr
It's all part of their elaborate multi-faceted plan to get rid of people by not having to pay severance. Make life miserable for employees by doing forced and curved rankings, RTO, micro manage down to the hour on projects, 401k match disgrace, benefit reductions or increase in costs, and the list goes on an on. Schart wants resources (employees) gone at the lowest cost possible and this is part of his master plan.
Once he's hit his magic number or close to it, he'll really fast track the outsourcing of jobs to WFIP and the layoffs will increase big time.
The new system is a joke. After getting a “meets” for 2020 (never had that low in years) I asked what I could do to raise it to exceeds. Both my manager and 2-up offered nothing and both acknowledged that I am a top performer - they’re just handcuffed by corporate policy. On my mid-year, second verse, same as the first. It’s all a sham. I no longer see any point in striving for exceeds. It’s a waste of time and energy at this company.
WFC please lay me off so that I can get 6 months severance. I am tired of the cr-p. I can get a job in a month or less. Just please lay me off.
Wells Fargo can go to HE-L-LL. I am out. Good luck finding a Deloitte, PwC, or EY person to fill the job...they would be taking less of a role.
Plenty of research says forced ranking is a terrible idea, for a multitude of reasons.
True story...
A single negative email, that I never knew about, was used to downgrade my rating and cut my bonus. Not only did I not know about the email or it’s contents, I never had the chance to defend myself. Some of it was verifiably false. It was put into my year end review after the initial review was shared with me. When I found out it was too late. That’s an ambush.
I got a much better job at a superior institution in just a couple weeks of looking. I could have fought back, but WF is just not worth it.
Yes! Rebel and take that system on, Little Rudy.
This will be fun to watch
If mid year review is bad, use that as motivation to improve your performance prior to year end review.
Discuss your plans and goals with your manager and get to the level you need to be.
Complaining here will not help you. It only confirms that you do need improvements.
LOL @ thinking you can add a comment. Read the page describing midyear process. Focus on the sentence that says “Acknowledgement comments are not supported by CP&D”
Also check out: “Concerns should be discussed with the manager or 1-up manager”
Hmmmm you sound like a victim
I suspect your performance has not been as good as you think it has
It is so Chainsaw can push out as many as they can wo severance. Wake the F up and get out. If you cannot see writing on wall here, you are delusional.
The comment area is back for midyear. HR has very inconsistent practices. Whole process is meaningless.
I don't think I have ever had a "meets" or "needs improvement" since I started 12 years ago.
There is no comments field on the acknowledgement page anymore, so good luck.
In any case, one incident can impact performance ratings, it just depends on the severity/scale of it. The reverse is also true for good things that a person does.
All a parted of guided distribution, which is the most id--tic review system I’ve ever seen! I advise you open a HR case if you are not happy with it, which is your right and your manager can’t do anything about it!