Thread regarding Wells Fargo & Co. layoffs

@lxob+1f9T0tvU It's a bunch of questions about your work, team, manager, peers, if you were "supported", why you left, etc. There is a comment box at the end with a lot of room for answering/text. I called HR & was told there is NO TIME LIMIT for filling this out. As long as you still have the link, you can respond when you want to. I'm guessing if you call HR and ask for a link to be sent to your personal email if you've left the bank, they will send one.

I gave them some VERY candid feedback in my exit survey. I hit send and shut my machine down a minute later. Fu(k ‘em.!

Saw this in the “Dear Boss” advice column of The Cut and spfigured I’d share here. It’s about 60% of the response.

It’s almost certainly not worth telling the truth in your exit interview.
The reasons you’re considering it are noble — after all, if there’s a chance that you can make things better for your co-workers by speaking up now that you have nothing to lose and when your feedback is being actively solicited, why shouldn’t you? And there’s also just the principle of it; you have profound concerns about how the company operates, and what better opportunity to share those than when they’re inviting your candid opinions?
The thing is, though, it’s highly unlikely to make any difference.
Companies that truly want to hear employees’ input will solicit that input while you’re still working there, not just once you’re walking out the door. Respect for employees’ opinions will be woven into the fabric of how they operate; they’ll make a point of making it safe for people to speak up, even when voicing criticism, and you’ll see changes result from workers’ feedback. When a company doesn’t operate that way, it’s telling you it doesn’t really value honest evaluation, and the exit interviews are more likely to be an exercise in bureaucracy than anything resembling meaningful dialogue. Your candid feedback is likely to go nowhere, and you might even be written off as disgruntled or someone with an ax to grind.
Plus, the issues you’re thinking about raising are deeply entrenched ones; they’re about the culture and leadership of the organization, and those don’t get solved unless someone at the top with actual authority is committed to investing significant energy into changing the culture (and even then, it often takes years or doesn’t work at all). It would be different if you were thinking of providing easily addressed feedback like “We need a more streamlined expense-approval system” or “The parking lot needs better signage” or even “Our salaries and benefits aren’t competitive for the field.” That last one might not be easily addressed, but it’s more in line with the kind of info companies are typically interested in collecting through exit interviews, especially if they hear it from multiple people.

If they don’t listen to our feedback while we’re here, why would they listen after we’re gone?

There are several posts on the exit survey. Not worth responding. A few posts described answering honestly for the sake of those still working there. Person who made the comments was contacted by HR for follow up and harassed before being blamed for the situations described.

Why anyone would think HR is any less toxic to ex-employees than they are to current is beyond me.

Please fill out the exit interviews, a lot of employees are still there , because they don’t have a choice, this is a horrible, horrific, unprofessional, un reliable bank to work for, the managers and complete leadership is horrific, unprofessional, not trustworthy, they talk negative about each other, and the managers gossip negatively about their employees that they are managing.

This company really need to be shut down or another company take over the business, , fire the most of the current managers that are there now and hire professionals managers and trust worthy leadership across the board. This bank is very unfit…

Go ahead and reply, it will help other employees that still have to work there, it really is a nightmare to work there

Can anyone provide information on the exit survey format? Is it a few Q's (if so, what are they?), and is there a comment box? Thanks.

Retired last month and did receive one. In order to sign on to Workday after retiring you need to give your personal email to get access. Questions were routine as expected.

HR works for the company, not for each of the workers. If there will be nothing positive for WF by providing exit interviews then they won’t happen. Even if HR did provide them, do you really think anything would be done with them?

I wish they would send me one. I would love to tell them everything but they really don't care & they really don't want to hear it. I quit in December after working under stressful management & very little help. When someone quit, they were never replaced which put a lot of extra work & stress on employees they had left. No one seemed to care, not HR, not district manager, not anyone. Sad way to run a bank!

@1zck did you just walk in the door and get hired? Most of us give them our personal emails and cell numbers when we're getting hired. And then there are some things that just make sense to setup with your personal email at least as a secondary. Otherwise when you leave you run into issues.

Back when I got hired in 1992, I didn't have a cell phone, I just gave the the number of my phone at my current job. and I didn't have an email account at the time, just a CompuServe account.

I'll double check to see what is in my personal details tomorrow during the townhall.

I think they used telegraph and carrier pigeons to communicate for hiring.

@1zck did you just walk in the door and get hired? Most of us give them our personal emails and cell numbers when we're getting hired. And then there are some things that just make sense to setup with your personal email at least as a secondary. Otherwise when you leave you run into issues.

I quit last year. Never got an exit survey. Not surprised.

I retired last June and got nothing. I wouldn't have answered honestly anyway as I was still due a prorated bonus that came last week. I would love to answer one now.

I was curious about how they got your personal email. Did you give it to them?

I am pretty certain that I did not reveal mine, or my personal cell phone number, but I would have to check on that.

I worked for another bank a while back where the local site head HR person interviewed people on the way out - as in they out processed you out, got ur last pay check - then you went into a room with HR person and then the other door went to the lobby. Was a gold mine of information for her - she'd ask questions about leadership, managers, why are you really leaving, and things like did you see any fraud - or anything strange going on. Always thought that was a smart way to operate. They busted a few people from information obtained from these exit interviews. Too bad Wells is not interested in operating like this :( could probBly have saved mega$$$ in fines over the last 10 years or so...

I retired last spring. Never received anything from anyone.

Peoplescout is legit, vendor who picks up people they didn't catch internally before departure.

I always fill these out. People complain about bad management all the time but so very few do anything about it. This is one thing you CAN do if you will. It DOES eventually make a difference, at every company. Not one or two complaints, usually, but over time if people speak their minds and a pattern emerges... this is how you finally get rid of bad managers.

So wish they would send me one….

They actually do read them especially if you fees up to actual problems.

Exit interviews are worthless and a waste of time. The company doesn't pay attention to them.

yes - I received one yesterday as well. However, I was laid off a year ago and just reached my end date for pay in December - I thought it was odd - the questions made it seem like they thought I left on my own