If Wells Fargo pulls you into a temporary workforce share assignment take that as a warning that they want you gone no matter what your skill level is or years of service. Find employment elsewhere that will value your contributions, not use you and throw you away.
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Prior to leaving wells for a permanent wfh position that paid more than I was making at wells, my team was reassigned to a workforce share. It was basically making sure legal events were recorded properly. There were so many people in the share program that there wasn't enough work. Each item took less than five minutes to review, and you only had to do seven a day. Completely unrelated to my career and training. I saw the writing on the wall and used my 7 hours and 25 minutes of downtime to job hunt.
Yes. Anyone that was pulled into workforce share is losing their jobs doesn’t matter how long they been with the company or what highly skilled role they were pulled from. Wells Fargo wants you gone
@iff+1g1IoXmo
STAR assignments were voluntary - and AFTER then had given you notice that were were leaving.. You applied for the STAR positions, and the good ones were hard to get. This Workshare thing is not voluntary, and is before you are officially given notice.
If you or your team is chosen for Workforce Share, are you able to keep the new position instead of being laid off? I mean since you are supposedly helping this new team couldn't they just hire you in that department instead of getting rid of you. This would save jobs especially for people who can't afford to be laid off.
Does anyone know?
This is happening to the Frederick ECMO people as well, but they had our team leads train our Filipino replacements first, and coach them til the day we were shipped off. It’s all to avoid having ti pay severance. I’m excited to be able to get a new job and leave, and watch the new SHRPs roll in. WF destroyed any built in goodwill from employees who have been with the company for over 15 years in a matter in months.
It would be impressive if it wasn’t so sad.
Bottom line, this idea of Workforce share is a terrible way to treat employees. But the high ups only have tunnel vision with showing profit. Bank is a business after all. They want you to leave on your own accord, less severance they have to deal out in the end.
@iff+1g1IoXmo
With zero choice. It’s not “what are you good/skilled at”. It’s more “this is your new job now. Take it or leave”
Never heard of it but it sounds like a scales down version of STAR assignment
Ron Deathsentence is begging businesses to leave Florida.
ECMO was a recipe for disaster. Consent orders were released now Orlando team is expendable. Shouldn’t be surprised but we WERE told WF was building it out and would be opportunities. More clarification would have kept people from taking that job if Wells had been honest from the get go about it. What’s the word for that btw?
Workforce share is where they take you from your actual job you applied for and force you into a temporary role you didn’t apply for even if you can’t do it or don’t want to (I mean employees aren’t really in charge of their careers then are they then? ) it’s called a workforce share temporary redeployment only in this case, at the end of the nightmare you get laid off because there’s no job to go back to. Just a way to get rid of Florida jobs.
@xhb+1g1IoXmo
Basically it means moving you to a new job/mgr even if you don’t agree, rather than laying you off.
In more detail it means people who have been here for a while and have skills or experience are being moved to cover low skill jobs they can’t fill in many areas and once the backlog is reduced they may get laid off or moved to another position to fill.
What is a workforce share?
Only WF IS laying off the Orlando team though after workforce share is done mid July. If customer service was short 800+ like they said then why not keep them in the customer service roles instead of laying off? Something isn’t adding up here.
Well, I mean if your original job was something super critical they probably couldn't afford to take you off that work to do the other job instead. So it's not a great sign, but it reflects the importance of the positions rather than being about trying to drive off specific individuals.
I am doing this right now. I have been told I am going back to my old job. But, that doesn't seem realistic considering the amount of time I will be on this project. I have been assigned to a new team and manager. I really can't afford to loose a job. So, I hope this isn't the prelude to a layoff.
Sounds like WF values their customers and experience by throwing newbies at the problem.
Managers are giving people start times of 8am, but our meetings start at 8am. It takes time to login and get things started, and no employee should be doing anything until they are on the clock, but management is calling and emailing us right at 8 wondering why we’re not on the call. Maybe because we are required to completely shut down each night, and it takes 5 mins to turn it all on, sign in to everything, get our apps up, and join the meeting??
I guess the upside is they didn't let you go, they bought you some time. Use it well and search when you're free.
Oh yea and also for the temp call center role people who have never done it before we’re told today they would be taking calls with NO coach! So wow! Just pull people from their jobs to put them in this workforce share mess with less than a week of training which entailed listening to calls and ekods and then off you go! Good luck! God I feel sorry for the customers. This seems like a big risk to me.
That’s what many are doing. They run out and get another job, then attend the training for 6 weeks but jump ship at the end and work for the other place instead. It would help if the layers of lower management didn’t have the IQ or skills of a 2nd grader. They have frequent misspellings in training materials, no knowledge on how to modernize their processes, and use extremely outdated tools only because no one wants to go through the trouble of overhauling anything.
Correction: network and research job opportunities so that once you get your severance package you can get another gig elsewhere quickly and double dip on pay checks.
No good reason to leave money on the table.
I am in one of these groups. Half of the people in these groups fill the ‘training’ with useless and unneeded questions to waste time. Another portion is emailing their former coworkers asking to use them as references for new job applications, and the rest of us are stuck getting poor instruction from outdated materials. Sometimes it refers to departments that no longer exist, sometimes it’s because no one has requested permissions for us to get access to systems, and sometimes it’s because they are using PROD accounts to try to show us things and then reversing those changes so they don’t mess anything up. No test environment. Poor training. Rushed processes. It’s a recipe for failure.
This is how you handle attrition and no ability to replace. It won't matter in the end as failure is pre-ordained.
This is happening across multiple business units. People are pulled in to “help”, given brief - meaning poor - training, and turned loose to do that job. Once they are no longer needed they will be laid off or if my some miracle they are able to adapt and perform they might get moved to “help” somewhere else.