I have read numerous complaints about Wells on this site. Many valid points have been made over time. But one thing has become apparent to me. Although I don't like the layoff cloud that constantly exists over Wells, I do like my job at Wells. And I think it has to do with the fact that I have a wonderful supervisor. And above my supervisor, that person is also pretty good. So how does your supervisor affect your outlook at Wells?
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My team is pretty supportive of one another and our immediate manager has our backs. The problem is the toxic af management above him. Same for our “partners” who are even more toxic.
Ridiculous processes, minimal, if any, automation - and no, spreadsheets posted to Teams everyone can edit is not automation - lack of communication, training and prioritization. Throw in programs who name roles in the process without partnering with the people in the roles then wonder why nothing is on track and you’ve reached peak WF.
I’m looking outside but making sure the role is what I want, there’s a lot of companies out there saying anything to get people on board.
My manager leaves us alone, and is gone most of the time anyways. I think he's looking for a better job and has been interviewing.
This hands-off approach works well, but like anything at WF that works well it will eventually be replaced with something that doesn't work as well.
Impact ha ha ha.
My “supervisor” is a lazy dinosaur who doesn’t know anything valuable. She withholds information she is supposed to convey to our team, either because she’s lazy/disorganized or she’s on some power trip in her mind. I have as little to do with her as possible. I tell her nothing of any meaning and I go to others if I need help. Second manager in a row like this. Sad. Think of the money the bank could save getting rid of the dead weight managers. Our team runs itself and has for years.
@1ivz+1g3YVjnP If your bosses are great then why is there no team work on your team? It is management that sets the tone. You may need to consider what the real problem is on your team. I would bet that your coworkers don't feel the same way about the higher ups as you and they probably have concrete examples of why the higher ups aren't so great.
People also leave bad teams, which is where i’m at. Supervisor is great, his boss is great, even 3-up boss is great. However team sucks, with no motivation, no helping each other, no care about quality of work. Just horrible team atmosphere.
People don’t leave bad jobs. They leave bad bosses.
There is a lot of truth to this axiom. However, I posit that really people leave bad companies. Bad companies are who and what create bad incentives for bosses.
Most likely, your supervisor also has a supervisor. Your LOB has relationships with other LOBs that are most likely defined not by your 1 or even your 2 line manager, but rather by the the manager in your chain of command who is a 2 or a 3 down to Charlie Scharf (I’m assuming you are more than a 4 down to Charlie, though I do suspect high level people are lurking here).
If you want to succeed at Wells Fargo or any other bank, understand what your 1 down direct from Charlie needs to be successful. Then ask this question for your 2 down and so on. Looking at your objectives from the top down rather than the bottom up will make your understanding of what you need to do to succeed that much more effective.
Way too many layers of ineffective middle managers who’ve been coasting for years. Some really need to go as they add little value.
Same… but at what point does the overall leadership failure higher up outweigh the benefits of having a good direct manager?
For me it’s getting very close, because direct managers have very little control over many things.
Please tell me you're not asking a question with such an obvious answer.