Thread regarding Wells Fargo & Co. layoffs

I’m not trying to be a je-k here but needs improvement is not used unless you really aren’t performing up to snuff or you did something bad. Lots of inconsistently meets will be given out to those that truly meet but NI is beyond meets in the wrong direction.

@aw seems simple - there are at least 20% of employees whining about RTO. No RTO, no meets. I’m not a fan, but I’m not a petulant child either. 100k+ and you can’t go to work…good riddance.

Hey you guys, it’s HR. Just confirming your speculations are all correct. We just need to justify your inconsistently meets with a reason per our matrix spreadsheet that we all share and update daily. Your employee number is on there and there is a refresh button and rating added every year. Currently this is manual but next year we’re going to use ai and a specialist in India who will be adding memos

I received an "inconsistent meets". Shortly after, I was gone. Its real. There is a curve, a bell curve that managers must conform to. Sometimes they can group several teams together if under the same exec, so its possible one team could have all "meets" and the inconsistents are all on the other team. I've seen that.

As said here, "Inconsistently meets" means you are on the displacement list for the next round for your division. You can either wait it out for severance or jump ship.

I bet I know what group you are in. Same thing happened to 3 of us about a year ago. they move you to a new role with all new responsibilities and skill set that you don’t have. It’s not an option. They tell you they’re changing the direction. Of course you won’t measure up because you don’t have the skills and you need to work on them. But when you go to HR, they tell you that same verbiage. You’re not gonna win you need to go find a new role. HR is not your friend. They’re there to protect the company.

It’s almost impossible to correct a “not meets” rating. In our area we are ranked and those below the line will not get “meets” no matter how great they perform. They’ll take feedback from the beginning of the year and hold it against you all year!

20% of the staff have to get below Meets or the managers actually get written up. It’s definitely not fair and they will tell you there is no Bell curve grading, but it is!

You’ve been marked. Take the feedback, don’t give them an ounce more of reason to devolve the review further by arguing or adding fuel to the fire. Take very specific notes, document everything you work on and prove that you have hit the prior markers set for improvement…but realize you’ve been marked and the goalpost will move during the next review. Prepare your resume, prepare for your exit — either holding for severance, or proactively by finding a better place to work.

These actions by our leadership are not here to promote change and improve employee outcomes. Its purpose is to drive attrition. Good luck, you’re not alone.

@OP Even if it’s legal to do, seems like an unethical practice for sure.

Happened to me in my first half year review where I had only been on the team for under 6 months. No way to counter it as far as I know, we’re all stack ranked and people who have been here the longest are more likely to be ranked higher if your manager doesn’t hate them.