The problem with senior leadership right now is their TONE.
The TONE is clear. We are distancing ourselves from the old Wells Fargo. If we play Liberal, we will get lunatic Elizabeth Warren and the Federal Regulators to pull back.
The TONE is visible in the way they field pre-selected questions during executive calls.
The TONE is visible in the fake photo of the COO standing in an empty office with the TV missing and the outlet exposed.
The TONE is influenced by analytical reporting to guide strategic decisions. However, there have been many HBR articles in years past that suggested this is a flawed approach because it has too many blind spots.
Behind the scenes, they pay millions to consultants who advise them on how to execute a restructuring of the organization. We are talking about psychologists, marketing experts, sociologists, lawyers, politicians, college professors, and management consultants.
The original approach was disrupted by COVID and is being executed poorly. A major restructure should happen rapidly; we should not see it coming. Having a public 3-year layoff will destroy a company, and we are seeing signs.
As individuals, we are also facing a lot of dilemmas. Some of us are still reeling from the breakdown of our society. We have a lot of anxiety and are on edge. We certainly know that 1 to 2 down executives do not have the same life struggles that we have regarding money. We do not have the influence they have either.
I am sure there is much damage control they are not publicly disclosing to avoid getting into the media. They are being cautious but are making mistakes in front of those paying attention.
For example, yesterday, in the employee communications email, HR reminded employees to use job alerts. It means they are seeing a significant decline with internal employees looking for new jobs around the company.
I am not sure if the timing of the company comprehensive survey is on track with a yearly release. Still, the timing seems to align with a significant decrease in employee satisfaction. They need the feedback to help fix the TONE of the organization. They have lost sight! Let us hope, or pray if you prefer, they find what is in the best interest of the human beings who work for Wells Fargo.
If we want to talk about social justice, let us talk about pushing back on these organizations that can destroy the lives of many.